Human Resources Office of Campus Operations Job Family Study New Structure and Implementation...
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Transcript of Human Resources Office of Campus Operations Job Family Study New Structure and Implementation...
HumanResourcesOffice of
Campus Operations Job Family Study
New Structure and Implementation
Employee Information SessionJanuary 2014
HumanResourcesOffice of
Agenda
• Job Family Project Overview• New Classification and Salary Structures• Implementation Timelines• Movement Between Employee Groups• Benefit Impact• Change Management • Q&A
HumanResourcesOffice of
Job Family Study Overview
• University-wide initiative • Aligned with University’s vision and Operational
Excellence• Redesigning the classification system to support clear,
consistent, and meaningful career paths• Working in partnership with Sibson Consulting• Civil Service and P&A positions on all five campuses• 18 total job families; six are complete
HumanResourcesOffice of
Job Family Study Overview continued
• Approximately 10,500 employees• Scheduled to be complete in January 2015 (16
months total) • Collaborative approach focused on
communication and consensus-building
HumanResourcesOffice of
Specific Job Family Work Steps and Timing
Job descriptions submitted October 1
Jobs mapped into structure October – December
Advisory Team kick-off meeting October 17
Interviews with functional leaders November 7 – 21
Focus group sessions(s) to verify structure and add any missing skills/competency November
Salary ranges developed through market pricing November – December
Focus group sessions to review revised mapping and final structure December 16 – 18
Advisory Team meeting to review the final structure and market ranges January 8
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HumanResourcesOffice of
Job Family Collaboration
Advisory Group Interviews• Pam Wheelock• Linda Bjornberg• Maggie Towle• Leslie Krueger• Margaret Yzaguirre• Mike Berthelson• Laurie Scheich• Craig Moody• Linda Olcott• Anthony Untiedt
• Jerome Malmquist• Suzanne Smith• Greg Hestness• Laurie Scheich• Craig Moody
HumanResourcesOffice of
Job Family Collaboration continued
Focus Groups
Facility Operations Engineering Environmental Safety
• Bill Paulus• Dave Moore• Ron Mapston• Mick Ramolae• Mandi Soderlund• Peter Moe• David Crane• Beth Louden
• Jerome Malmquist• Mike Grimstad• Sandy Cullen• Emily Robin-Abbot• Dave Christiansen• Erick Van Meter• Jeff Davis
• Mike Austin• Janet Dalgleish• Dale Gronberg• Jim Hilgendorf• Joe Klancher• David Paulu• David Rahn• Brian Vetter
HumanResourcesOffice of
Job Family Collaboration continued
Focus Groups continued
Business Operations Duluth Finance & Operations Duluth Student Life
• Leslie Bowman• Dianne Gregory• Mark Teragawa• Bob Crabb• Laurie McLaughlin• Bill Stahlmann• Brea Lambert• Lonetta Hanson
• Mike Seymour• John King• Kathy Chalupsky• John Rashid• Linda Olcott
• Lisa Erwin• Andrelino Cardoso• Jeff Romano• Paula Rossi• Elizabeth
Abrahamson• Jodi Sunde• Gaylen Hill
HumanResourcesOffice of
Colleges and Administrative Units Represented
• University Services• Student Unions/Activities• Human Resources• Facilities Management• Auxiliary Services
Environmental Health and Safety
• UMD Facilities Management• UMD Finance and Operations• UMD Student Life• Dentistry
• Housing and Residential Life• Parking and Transportation
Services• Landscape Arboretum• Classroom Management• Building Codes Division• University Dining Services• Printing Services• Fleet Services• University Stores
HumanResourcesOffice of
Role Requirements Accountability
· Operational Activity
· Decision-making Authority
· Operational Knowledge
· Education and Experience
· Management Experience
· Technical Capabilities
· Industry Knowledge
· Planning Horizon
· Influence on Institution
· Scope of Measurable Effect
· Problems Solved
How Jobs are Mapped to the Structure
HumanResourcesOffice of
Steps to Develop a Structure
Market PricingJob Descriptions Salary Structure
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HumanResourcesOffice of
Salary Structure Design
• Reviewed salary survey reports from industry leaders (CUPA, EduComp, Kenexa, Mercer, QualComp, Towers Watson)
• Factors Considered– Institutions in CIC group (higher education)– Minneapolis metro area (for-profit and not-for-profit
companies & government)– If specific cuts not available, looked at broader regional or
national data
HumanResourcesOffice of
Two Campus Operations Structures
• Food service• Bookstore management• Police supervisory• Custodial supervisors• Real estate• Events management• Facilities operationsNumber of employees: 359
• Architect• Building inspection• Engineering• Environmental health &
safety• Environmental compliance• Planning
Number of employees: 171
Campus Operations and Protection
Campus Planning, Engineering and Safety
HumanResourcesOffice of
University StructureBroad Level University Level
Executive LeaderSVP / VP - Outside Structure
AVP
DirectorDirector 2
Director 1
Supervisor / Manager
Senior Level Individual
Contributor
Manager 3 IC 3
Manager 2 IC 2
Manager 1 IC 1
Individual Contributor(with or without supervisory
responsibilities)
Supervisor 4 Professional 4
Supervisor 3 Professional 3
Supervisor 2 Professional 2
Professional 1
Labor Represented Positions (not included in study)
HumanResourcesOffice of
Campus Operations and Protection StructureCampus Operations and Protection EE Group FLSA
SVP / VP - Outside Structure
P&AExempt
N/A
Campus Ops and Protection Director 2
Campus Ops and Protection Director 1
Campus Ops and Protection Mgr 3 Campus Ops and Protection Spec 3
Campus Ops and Protection Mgr 2 Campus Ops and Protection Spec 2
Campus Ops and Protection Mgr 1 Campus Ops and Protection Spec 1
Campus Ops and Protection Supr 4 Campus Ops and Protection Pro 4
Civil Service
Campus Ops and Protection Supr 3 Campus Ops and Protection Pro 3 Non-
ExemptCampus Ops and Protection Supr 2 Campus Ops and Protection Pro 2
Campus Ops and Protection Pro 1
Labor Represented Positions (not included in study)
HumanResourcesOffice of
Campus Operations and Protection StructureJob Family Level Minimum Midpoint Maximum
SVP / VP - Outside Structure
AVP
Campus Ops and Protection Director 2 $92,400 $122,400 $152,500
Campus Ops and Protection Director 1 $80,300 $106,400 $132,500
Campus Ops and Protection Mgr 3
Campus Ops and Protection Spec 3 $69,800 $92,500 $115,200
Campus Ops and Protection Mgr 2
Campus Ops and Protection Spec 2 $60,700 $80,400 $100,200
Campus Ops and Protection Mgr 1
Campus Ops and Protection Spec 1 $52,800 $69,900 $87,100
Campus Ops and Protection Supr 4
Campus Ops and Protection Pro 4 $45,900 $60,800 $75,700
Campus Ops and Protection Supr 3
Campus Ops and Protection Pro 3 $39,900 $52,900 $65,800
Campus Ops and Protection Supr 2
Campus Ops and Protection Pro 2 $34,700 $46,000 $57,300
Campus Ops and Protection Pro 1 $30,200 $40,000 $49,800
HumanResourcesOffice of
Campus Planning, Engineering, and Safety Structure
Campus PES EE Group FLSA
SVP / VP - Outside Structure
P&AExempt
N/A
Campus PES Director 2
Campus PES Director 1
Campus PES Manager 3 Campus PES Specialist 3
Campus PES Manager 2 Campus PES Specialist 2
Campus PES Manager 1 Campus PES Specialist 1
Campus PES Supervisor 4 Campus PES Professional 4
Civil Service
Campus PES Supervisor 3 Campus PES Professional 3Non-
ExemptCampus PES Supervisor 2 Campus PES Professional 2
Campus PES Professional 1
Labor Represented Positions (not included in study)
HumanResourcesOffice of
Campus Planning, Engineering, and Safety Structure
Job Family Level Minimum Midpoint Maximum
SVP / VP - Outside Structure
AVP
Campus PES Director 2 $103,900 $137,700 $171,400
Campus PES Director 1 $90,300 $119,700 $149,000
Campus PES Mgr 3 Campus PES Spec 3 $78,600 $104,100 $129,700
Campus PES Mgr 2 Campus PES Spec 2 $68,300 $90,500 $112,700
Campus PES Mgr 1 Campus PES Spec 1 $59,400 $78,700 $98,000
Campus PES Supr 4 Campus PES Pro 4 $51,600 $68,400 $85,100
Campus PES Supr 3 Campus PES Pro 3 $44,900 $59,500 $74,100
Campus PES Supr 2 Campus PES Pro 2 $39,000 $51,700 $64,400
Campus PES Pro 1 $34,000 $45,000 $56,100
HumanResourcesOffice of
Implementation Key Dates and Events• Jan 17
– Employees receive individual mapping– Appeal period begins
• Jan 22 & 23—Information sessions for employees• Jan 27—Information session for supervisors• Feb 7
– Employee deadline for appeals– Employee deadline to designate employee group
preference, if applicable• Feb 20—Notification of appeal results• Feb 24—Effective date of new job family structure
HumanResourcesOffice of
Implementation ProcessFor Employees Changing Employee Groups
• Most employees will have the option to stay in their current employee groups. Exceptions are: – Non-exempt positions will move to Civil Service– Labor represented positions will move accordingly
• Incumbents in P&A positions are required to have a Bachelor’s degree. Exception:– Employees newly mapped to a P&A position may be
granted an exception by the VP of Human Resources. See your unit HR Lead for assistance.
HumanResourcesOffice of
Appeal Process
1. Employee discusses classification result concerns with their supervisor
2. If the supervisor, in discussion with their unit HR Office, supports an appeal, the employee submits the appeal form (with required supporting documentation and supervisor signature) to their unit HR office
3. Unit HR Office will review and submit the appeal information by the deadline of February 7
4. Appeal results will be communicated February 20
Appeal process information found at z.umn.edu/jobfamilies
HumanResourcesOffice of
Impact on Employee Salary
• Most employees will see no impact on salary • A small number are below the minimum or above
the maximum salary range for their classification– For those below range minimum: Salary will be brought
up to the range minimum effective February 24, 2014– For those above the range maximum: Salary will be
frozen for three years or until the range catches up to the salary. If still above the range after 3 years, salary will be adjusted to the top of the range.
HumanResourcesOffice of
Impacts on Employee Benefits
• Staff changing employee groups may have employee benefits changes.
• OHR staff are available to assist these employees in reviewing changes and options.
• Handout information is available today and is also available on the web site.
HumanResourcesOffice of
Campus Operations and Protection Job Family Study Results
• Total number of positions mapped: 485 reviewed • Distribution by employee group
• Civil Service: 292• P&A: 191• Labor Represented: 2
• Distribution by type of moves• Civil Service to Civil Service: 269• Civil Service to P&A: 112• P&A to Civil Service: 22• P&A to P&A: 79• Civil Service to Labor Represented: 2
HumanResourcesOffice of
Campus Operations and Protection Job Family Study Results (cont’d)
• Impact on Salary • No impact: 452• Below the range minimum: 18• Above the range maximum: 15
HumanResourcesOffice of
Additional Information
• Project Website with Q&A z.umn.edu/jobfamilies
• Civil Service Employee Rules http://www1.umn.edu/ohr/policies/governing/civilrules/.
• Administrative Policy for Appointments of Academic Professional and Administrative Employees http://www.policy.umn.edu/Policies/hr/Hiring/APPOINTPA.html
• Employee Benefits website http://www1.umn.edu/ohr/benefits/index.html
• Contact Unit Human Resources or call 4-UOHR (612-624-8647)
HumanResourcesOffice of
Employee Benefits Resources
• Employee Benefits: www.umn.edu/ohr/benefits
• Academic Disability Program: www.umn.edu/ohr/benefits/disability/academic/index.html
• Vacation and Leave: www.umn.edu/ohr/benefits/leaves/vacation/index.html
• Minnesota State Retirement Plan: www.msrs.state.mn.us or www.umn.edu/ohr/benefits/events/index.html#msrs
• Faculty Retirement Plan (P&A): www.umn.edu/ohr/benefits/retiresave/frp/index.html
Questions? Contact Employee Benefits at 4-UOHR (612-624-8647) or [email protected]
HumanResourcesOffice of
Thank you!Questions?