Transcript Slide 1

Update on Job Reclassification
System Redesign Project
Civil Service Senate
Patti Dion, Employee Relations Director
Sheila Reger, OHR Consulting Team Manager
February 19, 2014
What We Will Cover Today
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Project Goal
Project Timeline and Progress
University Structure
Metrics
Salary Impact
Employee Group Changes
Q and A
Job Classification Redesign
Goal: Create and implement a classification system
that provides:
• managers and employees transparent career paths,
• a classification structure that provides clarity and
ease of administration,
• optimal utilization of payroll dollars, and
• the ability to attract, engage, and retain high
performing employees.
About the Project
• Civil Service and P&A positions on all five campuses
• Approximately 10,000 employees
• management
• professional
• administrative
• 18 total job families; eight are complete
• Collaborative approach focused on communication
and consensus-building
Collaborative Process for Each Job Family
• Communicate project purpose to impacted employees, supervisors,
and managers.
• Gather information from employees, supervisors, and managers.
• Position descriptions, org charts, annual reports, other data
and information
• Consult and collaborate with employees, supervisors, and managers
during the data collection process.
• Advisory groups, focus groups, interviews
• Conduct analysis.
• Develop new classification structure.
• Conduct market salary analysis.
• Map employees to structure in consultation with leadership.
• Communicate new structure to employees and implement.
Job Family Project Schedule
Group
A
B
C
D
E
F
G
H
N/A
Job Family
Human Resources
Legal
Campus Operations & Protection
Libraries & Museums
Community Relations
Business Development
Pre K-12 Education
Purchasing/Audit
Grant Administration
Education, Instructional Services, & Teaching
Development
Athletics & Recreation
Student Services
Research
Health Care & Animal Care
Administrative
IT
Finance (excludes Purchasing and Audit)
Alumni Relations
Communication
HumanResources
Office of
Estimated Start Date
(After Position Descriptions Received)
August 2013
October 2013
December 2013
February 2014
April 2014
June 2014
July 2014
October 2014
Completed
Sibson to review from August –
November 2013
University Structure
Broad Level
Executive Leader
Director
Supervisor/
Manager
Senior Level
Individual
Contributor (IC)
Professional Level Individual
Contributor (IC)
University Level
SVP / VP
AVP
Director 2
Director 1
Manager 3
IC 3
Manager 2
IC 2
Manager 1
IC 1
Professional 4
Professional 3
Professional 2
Professional 1
Labor Represented Positions (not included in study)
HumanResources
Office of
How Jobs are Mapped to the Structure
Role
Requirements
Accountability
 Operational
Activity
 Education and
Experience
 Decision-making
Authority
 Management
Experience
 Operational
Knowledge
 Technical
Capabilities
 Scope of
Measurable
Effect
 Industry
Knowledge
 Problems Solved
HumanResources
Office of
 Planning Horizon
 Influence on
Institution
Job Family Study Metrics
• Number of job family studies complete:
• Number of positions reviewed:
8 of 18
(44.4%)
3256 of 9,819*
(33.16%)
*9,819 active P&A and Civil Service employees as of 11/6/2013.
Note: this number will change as employees are hired, depart, or move into or out
of these job families.
Positions Reviewed
Job Family
IT
Finance
Alumni Relations
Communications
HR
Legal
Campus Operations
Libraries and
Museums
Total
Number of Positions
Reviewed
1091
630
215
406
197
40
467
192
3256
**Numbers will change slightly after completion of appeals and round 2 (new hires and
others missed since start of study)
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.
Salary Impact
# of
Employees
$ Impact
Above the New Range
43
$271,516
Below the New Range
83
($295,831)
IT Job Family
# of
Human Resources Job Family
Employees
$ Impact
Above the New Range
Below the New Range
$65,900
($22,723)
11
8
*Numbers will change slightly after completion of appeals and round 2 (new hires
and others missed since start of study)
Salary Impact
# of
Employees
$ Impact
Above the New Range
0
-
Below the New Range
3
($18,372)
# of
Employees
$ Impact
Above the New Range
15
$43,545
Below the New Range
20
($43,112)
Legal Job Family
Campus Operations Job
Family
*Numbers will change slightly after completion of appeals and round 2 (new hires
and others missed since start of study)
Salary Impact
# of
Employees
$ Impact
Above the New Range
1
$1601
Below the New Range
20
($67,550)
Libraries and Museums Job Family
*Numbers will change slightly after completion of appeals and round 2 (new hires
and others missed since start of study)
HR Job Family Study Results
• Total number of positions mapped: 191 (204 reviewed)
• Distribution by employee group
• Civil Service: 110
• P&A: 78
• Labor Represented: 3
• Distribution by type of moves
• Civil Service to Civil Service: 91
• Civil Service to P&A: 4
• P&A to Civil Service: 21
• P&A to P&A: 72
• Civil Service to Labor Represented: 3
Legal Job Family Results
• Total number of positions mapped: 37
• Distribution by employee group
• Civil Service: 10
• P&A: 27
• Labor Represented: 0
• Distribution by type of moves
• Civil Service to Civil Service: 9
• Civil Service to P&A: 0
• P&A to Civil Service: 3
• P&A to P&A: 24
• Civil Service to Labor Represented: 1
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
• Total number of employees moving employee groups: 137
Libraries and Museums
Study Results
• Total number of positions mapped: 192
• Distribution by employee group
• Civil Service: 23
• P&A: 168
• Labor Represented: 1
• Distribution by type of moves
• Civil Service to Civil Service: 22
• Civil Service to P&A: 38
• P&A to Civil Service: 1
• P&A to P&A: 130
• Civil Service to Labor Represented: 1
Tips for Job Family Readiness
• Be aware of the project schedule.
• Prepare your position description in advance.
– Use the template provided on the website
– Group like positions together and submit one position
description (same duties, reporting structure, etc.)
• Attend employee information sessions.
• Visit the job family project website: z.umn.edu/jobfamilies
Questions?