Research Job Family Study
New Structure and Implementation
Employee Information Sessions
June 23 & 24, 2015
HumanResources
Office of
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Agenda
• Project Overview and Objectives
• Project Process
• Classification and Salary Structures
• Project Timelines
• Salary and Benefit Impact
• Q&A
HumanResources
Office of
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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.
HumanResources
Office of
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Job Family Study Overview
• 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; 16 are complete
• Working in partnership with Sibson Consulting
• Collaborative approach focused on communication and
consensus-building
HumanResources
Office of
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Project Stakeholders
Advisory Team
Focus Groups
Steering Team
Individual
Employees
Parties
Include
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Project Sponsor
HR in the Unit
HR Consultants
Functional Team
Members
• Class & Comp
Staff
• Sibson
Consultants
Subject Matter
Experts
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
Review initial job
family definition
and career ladder
documentation
Helps to ensure
project success and
provide final
approval of key
deliverables
Complete position
description
documentation
HumanResources
Office of
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Job Family Collaboration
Advisory Team
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Brian Herman
Lisa Johnson
Tim Griffin
Shri Ramaswamy
John Connett
Patricia Homyak
David Johnson
Alan Ek
Michele Morrisey
HumanResources
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Office of
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Kenny Beckman
Amanda Galster
Paul Snyder
Frances Lawrenz
Greg Haugstad
Jeff Marr
Trish Sodahl
Karen Olsen
Nicole Mattson
Focus Group Members (invited)
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Lisa Johnson
Amanda Galster
Katie Mellskog
Denise Windenburg
Brenda Prich
Leslie Kennedy
Kristelle Mendoza
Kent Reed
Bruce Walcheck
Connie Gebhart
Cheryl Dvorak
HumanResources
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Karen Olsen
Liz Wiedenman
Devi Patnayak
Dale Setterholm
Ted Butler
Julie Murphy
Laura Babcock
Denise King
Barry Finzel
Tim Tripp
Tami Jauert
Office of
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Kenny Beckman
Val McCullar
Cindy Eide
Maureen Riedl
Steve Wietgrefe
Chastity Healy
William Weber
Garrett Mosiman
Ashley Graef
Ann Rougvie
Ruth Shaw
Focus Group Members cont’d (invited)
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Bonny Donzella
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Michelle Englund
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Judy Cook
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Rhiannon Williams •
Amy Hewitt
Martha Thurlow
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Lee Frelich
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Mary Pampusch
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Bradley Kinkaid
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Grace Anderson
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Matthew McNearney •
HumanResources
Klaus Wormuth
Bruce Alexander
Kate Brekke
Sara VeblenMortenson
Tim Boyer
Jamie Umber
Jean Forster
Sarah Rydell
Beth Virnig
Kelli Johnson
Office of
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Tola Ou-Quinlan
Gretchen Hultman
Kathleen Harder
Jonathan
Rozenbergs
Mary Vogel
Katherine Huppler
Hullsiek
Deborah Wentworth
Cynthia Davey
Frank Douma
Focus Group Members cont’d (invited)
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Curtis Nelson
Sonya Grillo
Guillermo Narvaez
Jill DeBoer
Karen Everstine
John Heine
Lucinda Johnson
Val Brady
Matt Mlinar
Matt Aro
Rolf Weberg
HumanResources
Office of
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Colleges and Administrative
Units Represented
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Science and Engineering
Medical School
Academic Health Center
Vet Medicine
Design
Public Health
CFANS
HumanResources
Office of VP of Research
Education & Human Dev
Biological Sciences
UM Duluth
Pharmacy
Liberal Arts
Dentistry
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Office of
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How Jobs are Mapped to the Structure
Role
Requirements
 Operational
Activity
 Education and
Experience
 Decision-making
Authority
 Management
Experience
 Operational
Knowledge
 Technical
Capabilities
 Industry
Knowledge
HumanResources
Office of
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Accountability
 Planning Horizon
 Influence on
Institution
 Scope of
Measurable Effect
 Problems Solved
Steps to Develop a Structure
Job Descriptions
Market Pricing
Salary Structure
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$$$
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HumanResources
Office of
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Salary Structure Design
• Reviewed salary survey reports from industry leaders
(CUPA, EduComp, Kenexa CompAnalyst)
• Factors Considered:
• Higher education
• Minneapolis metro area (for-profit and not-forprofit companies and government)
• If specific cuts not available, looked at broader
regional or national data
HumanResources
Office of
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University Structure
University Level
SVP / VP
AVP
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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Research Structure: Current
HumanResources
Office of
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Research structure: current (cont’d)
HumanResources
Office of
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Three New Research Structures
1. Research Support (453)
Engaged in work in support of research activity
2. Researchers (1524)
• Directly involved in conducting research; involved in
the process of gathering data, analyzing data;
principle investigators and those conducting various
phases of research and analysis
• Primarily employees in the scientist, fellow, and
research associate series
3. Research Nursing (33)
Qualified nursing professionals engaged in
research activity
HumanResources
Office of
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Structure 1: Research Support
Job Family Level
SVP/VP
AVP
Exempt
Nonexempt
Civil Service
P&A
N/A
Research Director 1
Research Support Manager 3
Research Project Specialist 3
Research Support Manager 2
Research Project Specialist 2
Research Support Manager 1
Research Project Specialist 1
Research Professional 4, Supr
Research Professional 4
Research Professional 3, Supr
Research Professional 3
Research Professional 2, Supr
Research Professional 2
HumanResources
Research Professional 1
Office of
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Structure 1
Research Support
Job Family Level
Min
Mid
Max
$80,500
$120,800
$161,000
Res Support Mgr 3
Res Project Specialist 3 $70,000 $105,000
$140,000
Res Support Mgr 2
Res Project Specialist 2 $60,900
$91,300
$121,800
Res Support Mgr 1
Res Project Specialist 1 $52,900
$79,400
$105,800
Research Prof 4, Supr
Research Professional 4 $48,800
$65,900
$83,000
Research Prof 3, Supr
Research Professional 3 $42,400
$57,300
$72,100
Research Prof 2, Supr
Research Professional 2 $36,400
$49,800
$62,700
$30,400
$43,300
$54,600
SVP/VP
AVP
Exempt
Research Director 1
Civil Service
Nonexempt
P&A
N/A
HumanResources
Research Professional 1
Office of
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Structure 2: Researchers
Job Family Level
SVP/VP
AVP
Exempt
N/A
Research Manager 3
Researcher 7
Research Manager 2
Researcher 6
Research Manager 1
Researcher 5
N/A
Researcher 4
Researcher 3, Supervisor
Researcher 3
N/A
Researcher 2
Nonexempt
Civil Service
P&A
N/A
HumanResources
Researcher 1
Office of
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Structure 2: Researchers
Job Family Level
Min
Mid
Max
SVP/VP
AVP
Exempt
N/A
Nonexempt
Civil Service
P&A
N/A
Research Manager 3
Researcher 7
$52,800
$100,300
$147,800
Research Manager 2
Researcher 6
$45,900
$87,200
$128,500
Research Manager 1
Researcher 5
$39,900
$75,800
$111,700
N/A
Researcher 4
$38,800
$65,900
$93,100
Researcher 3, Supr
Researcher 3
$33,700
$57,300
$80,900
N/A
Researcher 2
$32,100
$49,800
$70,300
$30,400
$43,290
$61,200
HumanResources
Researcher 1
Office of
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Structure 3: Research Nursing
Job Family Level
SVP/VP
AVP
Exempt
NA
NA
NA
Research Nurse Manager 2
Research Nurse Provider 2
NA
Research Nurse Provider 1
NA
Research Nurse 4
NA
Research Nurse 3
NA
Research Nurse 2
Nonexempt
Civil Service
P&A
NA
HumanResources
NA
Office of
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Structure 3
Research Nursing
Job Family Level
Min
Mid
Max
SVP/VP
AVP
Exempt
NA
Civil Service
Nonexempt
P&A
NA
NA
NA
Res Nurse Manager 2
Res Nurse Provider 2
$83,700
$113,000
$142,300
NA
Res Nurse Provider 1
$72,800
$98,300
$123,800
NA
Research Nurse 4
$66,000
$89,100
$112,200
NA
Research Nurse 3
$59,200
$79,900
$100,600
NA
Research Nurse 2
$51,400
$69,400
$87,400
HumanResources
NA
Office of
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Implementation Key Dates and Events
• June 19, 20, 22*
• Employees receive individual results letters
• Start of appeal period 6/22
• Round 2 begins (positions not yet reviewed)
• June 23, 24 Information sessions for employees
• July 13
• Employee deadline for appeals
• Round 2 deadline for position descriptions
• August 10
• Notification of appeal and round 2 results
HumanResources
Office of
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Implementation Key Dates and Events
• Sept 7
• Effective date of new job family structure
• All study results will be held until the effective date,
including movement to other employee groups and job
families.
• Salary increases (if applicable) will be effective on that
day, back pay not awarded.
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 July 13
4. Appeal panel of subject matter experts reviews
5. Appeal results communicated on/before August 17
Appeal process information found at z.umn.edu/jobfamilies
HumanResources
Office of
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Employee Salary Impact
• 2061 positions were reviewed
• Excluding resigned or positions moved to other job
families to be studied
• 222 employees are outside of the new range
• For those below range minimum: Salary most often
brought to the range minimum on the effective
date. Grant funded positions may be brought
up incrementally.
• 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.
HumanResources
Office of
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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 by law
• UMN civil service rules currently provides OT pay or
V class.
Fair Labor Standards Act:
http://www1.umn.edu/ohr/toolkit/compensation/
paypolicy/flsa/index.html#generalflsainfo
HumanResources
Office of
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Positions that Change Employee Group
• All non-exempt positions are civil service.
• Exempt employees have the option to stay in their
current employee group.
• If an employee elects to change employee groups, they may
have benefits changes.
• Note: Employees who have already exercised their
(one time) option to remain in or change their
retirement plan do NOT have another option.
(per Faculty Retirement Plan)
• OHR Benefits staff are available to assist these employees
in reviewing their options.
• Handout information describing benefit differences
is available today and on the web site.*
HumanResources
Office of
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Employee Group Info Sheet on the Website
HumanResources
Office of
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Job Family Study Results
• Total number of positions reviewed: 2071
• 60 moved to Animal Care (vet diagnostic); not
reported here
• 11 moved various job families; not reported here
• Distribution by type of moves
• Civil Service to Civil Service: 779
• Civil Service to P&A: 231
• P&A to Civil Service: 79
• P&A to P&A: 921
• Civil Service to Labor Represented: 0
• P&A to Labor Represented: 0
HumanResources
Office of
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Job Family Study Results (cont’d)
• Impact on Salary
• No impact: 1788
• Below the range minimum: 208
• Above the range maximum: 14
HumanResources
Office of
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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
Office of
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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
Office of
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Thank you!
Questions?
HumanResources
Office of
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