The official BOT policy as listed on the Board of Trustees Web site:

“Faculty and administrative employees are selected for employment and promotion without regard to relationship by blood or marriage in accordance with appropriate qualifications for the performance of specified duties. However, no individual shall initiate or participate in personnel decisions involving initial employment, retention, promotion, salary, leave of absence or other direct benefit to an individual employee who is a member of the same immediate family or immediate household. Immediate family includes an employee’s spouse, parents, brothers, sisters and children.”

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Karen Baker, associate vice president of administration and human resources, is the daughter of Eddie Williams, the executive vice president of business and finance and chief of operations.

Craig Williams, Williams’ son, is the associate director of operations for Information Technology Services.

Baker reports to Steve Cunningham, assistant vice president of administration and human resources.

Cunningham generally reports to Williams, but when it comes to matters of Baker’s salary increases and evaluations, Cunningham said he makes those decisions independently and goes to President John Peters if needed.

“It’s very carefully set up so there’s not any control between Dr. Williams and the areas that Karen works in,” Cunningham said. “All employees follow the same guidelines.”

Though Cunningham “will consult with Dr. Williams often” about salary information, “there’s not an overlap.”

“I work with all of my people in the exact same way. Dr. Williams is even more hands-off than he normally would be because of Karen’s presence there. It’s carefully monitored and carefully recognized.”

Baker, who said she is not quick to mention she is Williams’ daughter, has been working for the university since 1998, and received her degrees from NIU. She said she and her father are not connected in her day-to-day activities.

From Fiscal Year 2003 to FY04, Baker’s salary increased $17,440. It increased $13,620 from FY07 to FY08.

“I’ve always been told that it’s been based on my experience and my performance,” Baker said. “I’ve worked very hard in my position.”

Baker feels her connection should not take away from her own individual qualities.

“It’s kind of offensive, to be honest,” Baker said, referring to those who question whether her connection got her the job. “I don’t need to have a connection with anyone else to get somewhere.”

Baker said she and her father are no different than others on campus.

“Just because I happen to be Dr. Williams’ daughter, I don’t negotiate a contract differently. I can’t,” she said. “We have to abide by those rules, and we do; we take it seriously. It means a lot to me. I respect this university too much.”

Craig Williams also said he has not encountered any roadblocks or received special treatment due to his father’s position.

“Many people didn’t make that connection,” Craig said. “I don’t talk about it. It really doesn’t come up at all.”

From FY01 to FY04, Craig’s salary increased $19,137. He feels his salary increases have been about the same as other employees, and are worthy.

“I would point them to the degrees I’ve obtained,” Craig said regarding questions that might arise as to how he received a job at NIU. “I worked outside the university at three major corporations.”

When applying for the job at NIU years later, Craig said he did not tell his father.

“I never really thought about [the connection],” Craig said. “I didn’t even mention it to him.”

Eddie Williams said Karen’s and Craig’s salaries “do not come across my desk. My level of involvement with the budget is large scale.”

Williams said his children’s supervisors certainly should feel able to give them a negative evaluation if necessary.

“They better — that’s their job,” Williams said tersely. “We’re not compromising any standards. I’ve made it very clear to Steve [Cunningham] that he’s the boss there,” he said, referring to Karen’s situation.

Williams acknowledges that his familial connections could possibly look suspicious.

“Any kind of transaction that goes on can look, on the surface to one person, a certain way,” Williams said.

If there are questions as to his connection to Karen through work, Williams said he would refer people to the university policy and answer questions accordingly.

Williams believes his familial connections at NIU are common knowledge.

“Everybody knows. You think it’s possible to hide it?” he said with a laugh.

Randi Napientek, a research associate in enrollment services, was hired by Brent Gage. Gage, the assistant vice provost of enrollment services, reports to Napientek’s father, Vice Provost Earl Seaver.

Seaver said Gage should not treat Napientek differently than other employees.

“He certainly can do that,” Seaver said of Gage hypothetically giving his daughter a poor review. “I certainly would never, ever participate.”

Seaver said he has one of the biggest divisions in the university, so he has many people who report to him, as does Gage.

“When the search was on, I found out she was in the applicant pool and removed myself completely,” Seaver said. “You just keep everything as far from you as possible, so there’s no perception of interference.”

Napientek said their relationship has never been a factor in the workplace.

“Nobody in my office would ever interact with anyone in administration,” Napientek said. “If people ever say anything, I roll my eyes. My resume and GPA back me up.”

She added that she believes her marketing and IT background make her “really qualified” for the position.

Before becoming a research associate, Napientek said she applied for other positions at NIU and was not hired. She mentioned that her mother, aunt and husband also work at the university.

Dave LaBanc, the interim director of housing and operations, was hired by Brian Hemphill, assistant vice president of student affairs. Brandi Hephner-LaBanc, Dave’s wife, works with Hemphill as the assistant vice president for planning and operations. LaBanc said she does not have any influence over his position.

Hemphill met LaBanc when he volunteered at NIU after the Feb. 14 shootings.

Once Michael Stang took the position as the executive director of housing and dining, his replacement was needed immediately.

“We found ourselves in a pinch. I called [LaBanc] directly with Mike’s blessing,” Hemphill said.

LaBanc said Hemphill told him he had the mix of skills needed for the temporary position.

“He basically said, ‘You just need to get here, work hard and win the job,'” LaBanc said. “I appreciate the opportunity.”

Hemphill did explain to LaBanc that the search committee is not required to choose him for the permanent position, LaBanc said.

“The communication was that nothing was certain,” LaBanc said. He has applied to be a candidate in the national search.

LaBanc said he did not know if being the temporary position would help someone get the permanent job. He said the opportunity was one that allowed people to see bad qualities as well as good, though he agreed that his experience the past several months would enable him to “hit the ground running” if he received the permanent position.

Despite his connection to NIU through his wife, LaBanc does not believe she was the reason he was offered the temporary position.

If he did not have the skills necessary for the job, “I never would have been asked in the first place,” LaBanc said.

Hemphill believes current employees often have as much to prove as external applicants.

“Someone you’ve worked with is someone you’ve worked with on good days and bad days,” Hemphill said.

Continue reading this story by clicking on part three.