HumanResourcesOffice of

Campus Operations Job Family Study

New Structure and Implementation

Employee Information SessionJanuary 2014

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Agenda

• Job Family Project Overview• New Classification and Salary Structures• Implementation Timelines• Movement Between Employee Groups• Benefit Impact• Change Management • Q&A

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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

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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

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Specific Job Family Work Steps and Timing

Job descriptions submitted October 1

Jobs mapped into structure October – December

Advisory Team kick-off meeting October 17

Interviews with functional leaders November 7 – 21

Focus group sessions(s) to verify structure and add any missing skills/competency November

Salary ranges developed through market pricing November – December

Focus group sessions to review revised mapping and final structure December 16 – 18

Advisory Team meeting to review the final structure and market ranges January 8

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Job Family Collaboration

Advisory Group Interviews• Pam Wheelock• Linda Bjornberg• Maggie Towle• Leslie Krueger• Margaret Yzaguirre• Mike Berthelson• Laurie Scheich• Craig Moody• Linda Olcott• Anthony Untiedt

• Jerome Malmquist• Suzanne Smith• Greg Hestness• Laurie Scheich• Craig Moody

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Job Family Collaboration continued

Focus Groups

Facility Operations Engineering Environmental Safety

• Bill Paulus• Dave Moore• Ron Mapston• Mick Ramolae• Mandi Soderlund• Peter Moe• David Crane• Beth Louden

• Jerome Malmquist• Mike Grimstad• Sandy Cullen• Emily Robin-Abbot• Dave Christiansen• Erick Van Meter• Jeff Davis

• Mike Austin• Janet Dalgleish• Dale Gronberg• Jim Hilgendorf• Joe Klancher• David Paulu• David Rahn• Brian Vetter

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Job Family Collaboration continued

Focus Groups continued

Business Operations Duluth Finance & Operations Duluth Student Life

• Leslie Bowman• Dianne Gregory• Mark Teragawa• Bob Crabb• Laurie McLaughlin• Bill Stahlmann• Brea Lambert• Lonetta Hanson

• Mike Seymour• John King• Kathy Chalupsky• John Rashid• Linda Olcott

• Lisa Erwin• Andrelino Cardoso• Jeff Romano• Paula Rossi• Elizabeth

Abrahamson• Jodi Sunde• Gaylen Hill

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Colleges and Administrative Units Represented

• 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

• Housing and Residential Life• Parking and Transportation

Services• Landscape Arboretum• Classroom Management• Building Codes Division• University Dining Services• Printing Services• Fleet Services• University Stores

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Role Requirements Accountability

· Operational Activity

· Decision-making Authority

· Operational Knowledge

· Education and Experience

· Management Experience

· Technical Capabilities

· Industry Knowledge

· Planning Horizon

· Influence on Institution

· Scope of Measurable Effect

· Problems Solved

How Jobs are Mapped to the Structure

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Steps to Develop a Structure

Market PricingJob Descriptions Salary Structure

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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

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Two Campus Operations Structures

• Food service• Bookstore management• Police supervisory• Custodial supervisors• Real estate• Events management• Facilities operationsNumber of employees: 359

• Architect• Building inspection• Engineering• Environmental health &

safety• Environmental compliance• Planning

Number of employees: 171

Campus Operations and Protection

Campus Planning, Engineering and Safety

HumanResourcesOffice of

University StructureBroad Level University Level

Executive LeaderSVP / VP - Outside Structure

AVP

DirectorDirector 2

Director 1

Supervisor / Manager

Senior Level Individual

Contributor

Manager 3 IC 3

Manager 2 IC 2

Manager 1 IC 1

Individual Contributor(with or without supervisory

responsibilities)

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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Campus Operations and Protection StructureCampus Operations and Protection EE Group FLSA

SVP / VP - Outside Structure

P&AExempt

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

Civil Service

Campus Ops and Protection Supr 3 Campus Ops and Protection Pro 3 Non-

ExemptCampus Ops and Protection Supr 2 Campus Ops and Protection Pro 2

Campus Ops and Protection Pro 1

Labor Represented Positions (not included in study)

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Campus Operations and Protection StructureJob Family Level Minimum Midpoint Maximum

SVP / VP - Outside Structure      

AVP      

Campus Ops and Protection Director 2 $92,400 $122,400 $152,500

Campus Ops and Protection Director 1 $80,300 $106,400 $132,500

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

Campus Ops and Protection Pro 1 $30,200 $40,000 $49,800

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Campus Planning, Engineering, and Safety Structure

Campus PES EE Group FLSA

SVP / VP - Outside Structure

P&AExempt

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

Civil Service

Campus PES Supervisor 3 Campus PES Professional 3Non-

ExemptCampus PES Supervisor 2 Campus PES Professional 2

Campus PES Professional 1

Labor Represented Positions (not included in study)

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Campus Planning, Engineering, and Safety Structure

Job Family Level Minimum Midpoint Maximum

SVP / VP - Outside Structure      

AVP      

Campus PES Director 2 $103,900 $137,700 $171,400

Campus PES Director 1 $90,300 $119,700 $149,000

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

Campus PES Pro 1 $34,000 $45,000 $56,100

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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

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Implementation ProcessFor 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.

HumanResourcesOffice 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

HumanResourcesOffice 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.

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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.

HumanResourcesOffice 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• 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

HumanResourcesOffice 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

HumanResourcesOffice 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)

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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

HumanResourcesOffice of

Thank you!Questions?