Education Job Family Study
New Structure and Implementation
Employee Information Session
October 16, 2014
Agenda
• Project Overview and Purpose
• Education Job Family Definition
• Project Process
• Classification and Salary Structures
• Project Implementation
• Salary and Benefit Impact
• Summary Results
• Q&A
HumanResources
Office of
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About the Project
• University-wide initiative
– aligned with University’s vision and Operational Excellence
• Civil Service and P&A positions on all five campuses
• 18 total job families; 11 are complete
• Working in partnership with Sibson Consulting
• Collaborative approach focused on communication
and consensus-building
• Anticipated completion in Spring 2015
HumanResources
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Project Purpose
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.
HumanResources
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Education Job Family Definition
Positions in the education job family plan, develop, deliver, measure, evaluate,
and administer educational programs and services in the community and on
campus.
Typical responsibilities include:
• Education Programs –develop and deliver educational programs to internal and external audiences. Have
content expertise for the area of the educational program. This includes community, continuing, and
professional education.
• Extension education – responsible for providing outreach education to the general public throughout the
state. Educational programs are developed with associated University of Minnesota collegiate partner faculty
in associated academic disciplines and with community stakeholders.
• Instruction – teach credit and non-credit courses, provide support and instruction to lab learning
environments, develop and deliver curriculum, and plan and develop course materials, use and/or creation of
scholarly and scientific research.
• Instructional consultation and support – provide teaching consultation and mentorship to faculty, instructional
staff, and graduate students across the system; design, deliver, measure, and evaluate courses and workshops.
• Pre K-12 and early childhood education – plan and deliver early childhood education, responsible for child
care center operations, oversee and ensure compliance with licensing requirements, provide care and
activities to children, and mentor and supervise University students and staff.
HumanResources
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Education Job Family Collaboration
Advisory Team
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Suzanne Bardouche, Office of Undergraduate Education
Mark Decker, College of Biological Sciences
Carol Klee, College of Liberal Arts
Leslee Mason, Extension
Jane Miller, Academic Health Center
Dan Sonneson, College of Liberal Arts
Bob Stine, College of Continuing Education
Carol Sundberg, Academic Health Center
HumanResources
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Focus Group Members
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Patricia Olson
Rita Houle
Michelle Koker
Anne Ehrenberg
Tammy Bremseth
Anastasia Faunce
Heidi Barajas
David Werner
Lori Loberg
Nancy Hegland
Brenda Shafer
Jane Phillips
Ginny Jacobs
HumanResources
Office of
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Bob Glunz
Nidhi Chadda
Bryan Mosher
Mike Anderson
David Langley
Christiane Reilly
Jamey Hansen
Chris Ament
David Ernst
Consultation with
• Subject matter experts and HR professionals in the system
campuses and the TC colleges
• Office of Undergraduate Education
• Office of the Provost
• Office of the Vice Provost for Faculty Affairs
• Office of Institutional Research and Reporting
HumanResources
Office of
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Job Family Study Process
Review position descriptions
Gather input via SME focus groups and
interviews
Draft classification structure
Map positions to classification structure
Develop salary ranges
Implementation
Ongoing communication and approvals, as needed
HumanResources
Office of
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How Jobs are Reviewed
Role
 Operational Activity
 Decision-making
Authority
 Operational
Knowledge
Requirements
 Education and
Experience
 Management
Experience
 Technical
Capabilities
 Industry Knowledge
HumanResources
Office of
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Accountability
 Planning Horizon
 Influence on
Institution
 Scope of
Measurable Effect
 Problems Solved
Salary Structure Design
• Evaluated job descriptions
• Reviewed external salary information:
– Survey reports from industry leaders (CUPA, PRM Consulting,
Kenexa CompAnalyst, Grant Thorton)
– Salary practices at other higher education institutions
(e.g., Big 10)
• Gained input from Advisory Team and Focus Group
members
With limited published survey salary information and inconsistent
pay practices by institution, the salary structure design focused on a
blend of both internal and external information.
HumanResources
Office of
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University Structure
University Level
SVP / VP (not part of study)
AVP (not part of study)
Director 2
Director 1
Manager 3
IC 3
Manager 2
IC 2
Manager 1
IC 1
Supervisor 4
Professional 4
Supervisor 3
Professional 3
Supervisor 2
Professional 2
Professional 1
Labor Represented Positions (not included in study)
HumanResources
Office of
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11
Education - Before
HumanResources
Office of
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12
A closer look
HumanResources
Office of
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Education Groupings
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Education Programs
Pre K-12 Education
Extension
Teaching Specialists and Lecturers
HumanResources
Office of
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Education Programs Classification Structure
Job Family Level
SVP / VP (outside of study)
AVP (outside of study)
N/A
Exempt
Education Program Manager 4
Education Program Specialist 4
Education Program Manager 3
Education Program Specialist 3
Education Program Manager 2
Education Program Specialist 2
N/A
Education Program Specialist 1
N/A
N/A
NonExempt
Civil Service
P&A
Education Program Director 1
HumanResources
Education Program Associate 2
N/A
Office of
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Education Program Salary Structure
Job Family Level
Minimum
Midpoint
Maximum
$78,800
$106,400
$134,000
$48,300
$82,100
$115,900
$40,900
$69,600
$98,200
$35,418
$59,000
$83,300
$35,418
$50,000
$70,600
$34,074
$46,000
$58,000
SVP / VP - Outside Structure
AVP – Outside Structure
N/A
Education Director 1
Education Program
Managers 2-4 /Specialists 1-4
N/A
N/A
Education Program Associate 2
N/A
HumanResources
Office of
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Pre K-12 Education
Classification and Salary Structure
Job Family Level
Minimum
Midpoint
Maximum
SVP / VP - Outside Structure
N/A
Exempt
P&A
AVP – Outside Structure
N/A
Pre K-12 Manager 3
N/A
$54,700
$73,900
$93,000
Pre K-12 Manager 2
Pre K-12 Specialist, Sr.
$47,600
$64,300
$80,900
N/A
Pre K-12 Specialist
$41,400
$55,900
$70,400
N/A
$36,700
$50,100
$63,500
Head Child Dev.
Teacher, Supr
NonExempt
Civil Service
N/A
HumanResources
N/A
N/A
Office of
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Extension Classification and Salary Structure
Minimum
Midpoint
Maximum
Ext. Educators and Profs
$48,300
$82,100
$115,900
Assoc. Ext. Educators and Profs
$40,900
$69,600
$98,200
Asst. Extension Educators and Profs
$35,418
$59,000
$83,300
Ext. Program Associate 3 and Supr
$39,200
$52,900
$66,600
Ext. Program Associate 2
$34,074
$46,000
$58,000
of
Job Family Level
SVP / VP - Outside Structure
AVP – Outside Structure
N/A
Exempt
P&A
N/A
NonExempt
Civil Service
N/A
HumanResources
N/A
Office of
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Teaching Specialists and Lecturers
HumanResources
Job Family Level
Minimum
Senior Lecturer
$35,418
Lecturer
$35,418
Job Family Level
Minimum
Senior Teaching Specialist
$27,302
Teaching Specialist
$27,302
Office of
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Implementation Key Dates and Events
• October 9
– Employees receive individual results letters
– Start of appeal period
• October 15 & 16 - Information sessions for employees
• October 30
– Employee deadline for appeals
– Employee deadline to determine employee group
preference, if applicable
• November 20
– Notification of appeal results
• Effective date of new job family structure October 20
HumanResources
Office of
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Appeal Process
1. Employee discusses classification result concerns with
supervisor
2. If the supervisor, in discussion with their unit HR Office,
supports an appeal, the employee submits the appeal
form (with documentation and supervisor signature) to
their unit HR office
3. Unit HR Office reviews and submits appeal information
by the deadline of October 30
4. Appeal panel of subject matter experts reviews
5. Appeal results communicated on/before November 20
Appeal process information found at z.umn.edu/jobfamilies
HumanResources
Office of
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Employee Salary Impact
• 1083 positions reviewed
– 451 teaching specialists and lecturers
– 632 all other
• 71 employees are outside of the new range
– For those below range minimum: Salary brought to the
range minimum on the effective date
– For those above the range maximum: Salary frozen for 3
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.
• Exception process
HumanResources
Office of
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Employee Group Impact
• 952 positions remained in their current employee
group
• 10 positions moved from P&A to Civil Service
• 3 positions moved from Civil Service to P&A
• 130 positions moved to another job family
• 46 resigned
HumanResources
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Fair Labor Standards Act (FLSA)
Exemption Status
• Non-exempt positions are not exempt from the
overtime pay requirements of the FLSA.
-Employees are paid overtime if they work over 40
hours in a work week.
-Advanced supervisor approval of OT is required
• Exempt positions do not require overtime pay.
Fair Labor Standards Act:
http://www1.umn.edu/ohr/toolkit/compensation/paypolicy/flsa
/index.html#generalflsainfo
HumanResources
Office of
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Education Job Family Study Results
• Distribution by employee group (excluding employees
moving to other job families or resigned)
• Civil Service: 199
• P&A: 766
• Labor Represented: 0
• Distribution by type of moves
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Civil Service to Civil Service: 189
Civil Service to P&A: 3
P&A to Civil Service: 10
P&A to P&A: 763
Civil Service to Labor Represented: 0
HumanResources
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Education Job Family Study Results continued
• Impact on Salary
– No impact: 894
– Below the range minimum: 48
– Above the range maximum: 23
HumanResources
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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)
HumanResources
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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 benefits@umn.edu
HumanResources
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Thank you!
Questions?
HumanResources
Office of
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