Job Classification System Redesign
Information Session
Health Care and Animal Care
October 28, 2014
HumanResources
Office of
1
Agenda
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Welcome
About the project
Stakeholders
University-wide classification structure
Writing your position description
Work steps and timing
Resources
HumanResources
Office of
2
Why We Are Doing the
Job Family Study
• More clearly defined career paths
• Competitive pay ranges that reflect
current market
• Transparent pay structure and
career opportunities
• More efficient administrative processes
• A common structure that enables the University
to identify and measure the work performed
HumanResources
Office of
3
About the Project
• Civil Service and P&A positions on all five campuses
• Approximately 10,500 employees
• management
• professional
• administrative
• RFP process: Sibson Consulting selected as vendor
• 18 total job families; 14 are complete
• Anticipated completion Spring 2015
• Collaborative approach focused on communication
and consensus-building
HumanResources
Office of
43
Job Family Project Schedule
Group
A
B
C
D
E
F
G
H
N/A
Estimated Start Date
(After Position Descriptions Received)
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
*Finance (May 2014)
Athletics & Recreation
Student Services
Research
Health Care & Animal Care
Administrative
IT
Alumni Relations
Communication
August 2013
October 2013
December 2013
February 2014
April 2014
June 2014
October 2014
November 2014
Initial review complete, follow-up review TBD
55
Project Stakeholders
Advisory Team
Focus Groups
Steering Team
Individual Employees
Parties
Include
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Project Sponsor
Subject Matter
HR in the Unit
Experts
HR Consultants
Functional Team
Members
• Class & Comp Staff
• Sibson
Consultants
Operational
Excellence Team
Employees with
Manager Guidance
(as interviewees and
focus group
participants)
Role
Develop job family
definitions, assign
placements, and
conduct competitive
compensation
assessment
Helps to ensure
project success and
provide final
approval of key
deliverables
Complete position
description
documentation
HumanResources
Review initial job
family definition and
career ladder
documentation
Office of
6
Job Family Study Process
Review position descriptions
Gather input via SME focus groups and
interviews
Draft classification structure
Conduct market pricing analysis
Map employees to job family structure
Implementation
Ongoing communication and approvals, as needed
HumanResources
Office of
7
How Jobs are Reviewed
Role
Requirements
 Operational
Activity
 Education and
Experience
 Decision-making
Authority
 Management
Experience
 Operational
Knowledge
 Technical
Capabilities
 Industry
Knowledge
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Accountability
 Planning Horizon
 Influence on
Institution
 Scope of
Measurable
Effect
 Problems Solved
University Structure
SVP / VP – outside study
AVP – outside study
Director 2
Director 1
Manager 3
Individual Contributor 3
Manager 2
Individual Contributor 2
Manager 1
Individual Contributor 1
Supervisor 4
Professional 4
Supervisor 3
Professional 3
Supervisor 2
Professional 2
Professional 1
Labor Represented Positions (not included in study)
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Human Resources: Before
Many classifications, unclear job titles, and incomplete salary ranges
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10
Human Resources: After
Fewer classifications, clearer job titles, and complete salary ranges
Job Family Level
Minimum
Midpoint
Maximum
HR Director 2
$112,500
$146,000
$180,000
HR Director 1
$97,800
$127,100
$156,500
SVP / VP
Exempt
HR Manager 3
HR Consultant 3
$85,000
$110,500
$136,000
HR Manager 2
HR Consultant 2
$73,900
$96,100
$118,200
HR Manager 1
HR Consultant 1
$64,300
$83,600
$102,900
HR Generalist/Specialist 3
$48,600
$63,200
$77,800
HR Generalist/Specialist 2
$42,300
$55,000
$67,700
HR Generalist/Specialist 1
$36,800
$47,800
$58,900
N/A
NonExempt
Civil Service
P&A
AVP
HumanResources
Office of
11
Health Care and Animal Care - Before
Management
Supervisory
Individ Contributor
Civil Service Class & Salary Range
Job Code Job Title
0649
Nurse Manager
0206
Administrative Professional
Min
$72,134
N/A
Max
N/A
N/A
7040
7050
7053
7057
7161
7162
7198
7205
7206
7208
7315
7316
7922
7941
0539
3522
3524
8196
8205
8294
8299
8302
8303
8306
8308
8315
8316
8324
8350
8352
8356
8385
8483
$37,981
$64,938
$55,515
$39,374
$35,110
$39,374
$36,130
N/A
N/A
$34,278
N/A
N/A
$34,133
$31,304
N/A
$57,200
$49,566
$36,712
N/A
$43,784
$72,218
$64,938
$47,362
$49,754
$54,330
N/A
N/A
$56,472
$30,909
$42,245
$38,043
$34,278
$42,744
$56,992
N/A
$83,283
$69,992
$60,861
$69,992
$62,608
N/A
N/A
$59,155
N/A
N/A
$59,093
$54,413
N/A
N/A
$79,290
$63,523
N/A
$65,707
N/A
N/A
$71,074
$74,568
$81,557
N/A
N/A
$84,698
$51,626
$75,046
$65,936
$59,155
N/A
Dental Clinic Supervisor
Nursing Supervisor
Med Technologist Supervisor
Licensed Practical Nurse Supv
Farm Foreman
Asst Manager, Vet Tech Svc
Veterinary Technician Supv
Executive Assistant
Administrative Professional
Program Associate
Community Program Specialist
Community Program Associate
Laboratory Animal Tech Spec
Senior Veterinary Technician
Clinic Physician
Nursing Professional
Nursing Professional
Veterinarian Asst/Practitioner
Executive Assistant
Radiologic Technologist
Pharmacist
Physician Assistant
Medical Technologist
Senior Medical Technologist
Cardiac Ultrasound Tech
Community Program Specialist
Community Program Associate
Physical Therapist
Junior Scientist
Scientist
Sr Laboratory Services Coord
Community Health Coordinator
Dietician
Management
Job Code
9334
9337
9338
9339
9340
9341
P&A Class & Salary Range
Job Title
Director Campus/College Level
Departmental Director
Associate Department Director
Assistant Department Director
Program Director
Associate Program Director
Min
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
Max
N/A
N/A
N/A
N/A
N/A
N/A
Coordinator
Senior Counselor
Counselor
Associate Counselor
Associate Psychologist
Optometrist
Physician
Dentist
Senior Psychologist
Psychologist
Psychiatric Social Worker
Sr Public Health Specialist
Public Health Specialist
Clinical Specialist
Associate Clinical Specialist
Assistant Clinical Specialist
Pharmacist
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
$35,418
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
Supervisory
Individ Contributor 9354
9704
9705
9711
9712
9719
9721
9722
9723
9724
9726
9727
9728
9732
9733
9734
9772
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What can we expect?
• Cost neutral study; vast majority of employees
will see no change to their pay. Exceptions:
– Under minimum of new salary range –pay
increase
– Over maximum of new salary range – pay
frozen for up to 3 years
• Employee group (labor represented, civil service,
P&A)
• Exempt v. non-exempt status
http://www1.umn.edu/ohr/toolkit/compensation/paypolicy/flsa
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13
Appeal Process
• Employees have option to appeal their placement
in the new structure
• Requires supervisor approval
• Appeal panel made up of subject matter experts
and HR classification experts
• Average of 7% appeals received*
• Average of 19% appeals granted*
*(Appeals metrics as of 6/19/2014 and do not include previous family studies:
Alumni Relations, Communications, IT)
HumanResources
Office of
14
Position Description Collection
• Submit an up-to-date position description
• Work with your supervisor to complete
• Grouped position descriptions appropriate where
multiple employees are doing the same job
• Position descriptions due to your unit HR Office
or before November 17
HumanResources
Office of
3
15
Online Position Description Template
HumanResources
Office of
16
Tips and Tools for
Writing your Position Description
• Template available online; download first
• Complete all applicable sections in collaboration with
supervisor
• Focus on essential, regular tasks and responsibilities,
not infrequently performed work
• Use your best judgment when determining % of time
spent on each essential function
• Tools available on the website to assist you
– template user guide, video, sample position
descriptions
HumanResources
Office of
3
17
Work Steps and Estimated Timing
1
Completed, approved job descriptions submitted
November 17
2
Advisory Team kick off meeting
November
3
PD review and preliminary draft structure developed
Dec - January
4
Focus group sessions and interviews
Jan - February
5
Salary ranges developed through market pricing
February
6
2nd round focus groups
February
7
Advisory Team review and final results approved
March
8
Employee notification
March
9
Appeal process
April
HumanResources
Office of
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More Information
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Position description template
Q&A
Information session video
Your unit Human Resources Office
Job Family Website:
z.umn.edu.jobfamilies
HumanResources
Office of
19
Questions?
HumanResources
Office of
20