Campus Operations
Job Family Study
New Structure and Implementation
Employee Information Session
January 2014
HumanResources
Office of
Agenda
• Job Family Project Overview
• New Classification and Salary Structures
• Implementation Timelines
• Movement Between Employee Groups
• Benefit Impact
• Change Management
• Q&A
HumanResources
Office 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
HumanResources
Office 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
HumanResources
Office of
Specific Job Family
Work Steps and Timing
1
Job descriptions submitted
October 1
2
Jobs mapped into structure
October – December
3
Advisory Team kick-off meeting
4
Interviews with functional leaders
5
Focus group sessions(s) to verify structure and add any missing
skills/competency
6
Salary ranges developed through market pricing
7
Focus group sessions to review revised mapping and final structure
8
Advisory Team meeting to review the final structure and market ranges
HumanResources
Office of
October 17
November 7 – 21
November
November –
December
December 16 – 18
January 8
Job Family Collaboration
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Advisory Group
Pam Wheelock
Linda Bjornberg
Maggie Towle
Leslie Krueger
Margaret Yzaguirre
Mike Berthelson
Laurie Scheich
Craig Moody
Linda Olcott
Anthony Untiedt
HumanResources
Office of
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Interviews
Jerome Malmquist
Suzanne Smith
Greg Hestness
Laurie Scheich
Craig Moody
Job Family Collaboration continued
Focus Groups
Facility Operations
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Bill Paulus
Dave Moore
Ron Mapston
Mick Ramolae
Mandi Soderlund
Peter Moe
David Crane
Beth Louden
HumanResources
Office of
Engineering
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Jerome Malmquist
Mike Grimstad
Sandy Cullen
Emily Robin-Abbot
Dave Christiansen
Erick Van Meter
Jeff Davis
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Environmental
Safety
Mike Austin
Janet Dalgleish
Dale Gronberg
Jim Hilgendorf
Joe Klancher
David Paulu
David Rahn
Brian Vetter
Job Family Collaboration continued
Focus Groups continued
Duluth Finance &
Business Operations
Operations
• Leslie Bowman
• Mike Seymour
• Dianne Gregory
• John King
• Mark Teragawa
• Kathy Chalupsky
• Bob Crabb
• John Rashid
• Laurie McLaughlin • Linda Olcott
• Bill Stahlmann
• Brea Lambert
• Lonetta Hanson
HumanResources
Office of
Duluth Student Life
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Lisa Erwin
Andrelino Cardoso
Jeff Romano
Paula Rossi
Elizabeth
Abrahamson
• Jodi Sunde
• Gaylen Hill
Colleges and Administrative Units Represented
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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
HumanResources
Office of
• Housing and Residential Life
• Parking and Transportation
Services
• Landscape Arboretum
• Classroom Management
• Building Codes Division
• University Dining Services
• Printing Services
• Fleet Services
• University Stores
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
Steps to Develop a Structure
Job Descriptions
Market Pricing
Salary Structure
$
$$$
10
9
8
7
6
5
4
3
2
1
HumanResources
Office 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
HumanResources
Office of
Two Campus Operations Structures
Campus Operations and
Protection
Campus Planning, Engineering
and Safety
• Food service
• Bookstore management
• Police supervisory
• Custodial supervisors
• Real estate
• Events management
• Facilities operations
Number of employees: 359
• Architect
• Building inspection
• Engineering
• Environmental health &
safety
• Environmental compliance
• Planning
HumanResources
Office of
Number of employees: 171
University Structure
Broad Level
Executive Leader
Director
Supervisor /
Manager
Senior Level
Individual
Contributor
Individual Contributor
(with or without supervisory
responsibilities)
University Level
SVP / VP - Outside Structure
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
Campus Operations and Protection Structure
Campus Operations and Protection
EE Group
FLSA
SVP / VP - Outside Structure
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
Campus Ops and Protection Supr 3
Campus Ops and Protection Pro 3
Campus Ops and Protection Supr 2
Campus Ops and Protection Pro 2
Campus Ops and Protection Pro 1
Labor Represented Positions (not included in study)
HumanResources
Office of
P&A
Civil
Service
Exempt
NonExempt
Campus Operations and Protection Structure
Job Family Level
Minimum
Midpoint
Maximum
Campus Ops and Protection Director 2
$92,400
$122,400
$152,500
Campus Ops and Protection Director 1
$80,300
$106,400
$132,500
SVP / VP - Outside Structure
AVP
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
$30,200
$40,000
$49,800
Campus Ops and Protection Pro 1
HumanResources
Office of
Campus Planning, Engineering,
and Safety Structure
Campus PES
EE Group
FLSA
SVP / VP - Outside Structure
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
Campus PES Supervisor 3
Campus PES Professional 3
Campus PES Supervisor 2
Campus PES Professional 2
Campus PES Professional 1
Labor Represented Positions (not included in study)
HumanResources
Office of
P&A
Civil
Service
Exempt
NonExempt
Campus Planning, Engineering,
and Safety Structure
Job Family Level
Minimum
Midpoint
Maximum
Campus PES Director 2
$103,900
$137,700
$171,400
Campus PES Director 1
$90,300
$119,700
$149,000
SVP / VP - Outside Structure
AVP
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
$34,000
$45,000
$56,100
Campus PES Pro 1
HumanResources
Office 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
HumanResources
Office of
Implementation Process
For 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.
HumanResources
Office 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
HumanResources
Office 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.
HumanResources
Office 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.
HumanResources
Office 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
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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
HumanResources
Office 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
HumanResources
Office 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)
HumanResources
Office 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 benefits@umn.edu
HumanResources
Office of
Thank you!
Questions?
HumanResources
Office of