Transcript Evolving Human Resources:

Library & Museums
Job Family Study
New Structure and Implementation
Employee Information Session
January 2014
HumanResources
Office of
Agenda
• Job Family Project Overview
• New Classification and Salary Structure
• Implementation Timelines
• Movement Between Employee Groups
• Benefit Impact
• 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 completed 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 16
November 18 – 21
November
November –
December
December 16 – 18
January 8
Job Family Collaboration
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Advisory Group
Wendy Lougee
Linda DeBeau-Melting
John Butler
Wendy Lane
Janice Jaguszewski
Lin Nelson Mayson
Joan Howland
Connie Lenz
Lyndel King
Joy Kirchner
Susan Weller
HumanResources
Office of
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Interviews
William Payne
Elizabeth Johnson
Matt Rosendahl
Joan Howland
Janice Jaguszewski
Linda DeBeau-Melting
Job Family Collaboration continued
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Fariha Grieme
Betsy Friesen
Sue Hallgren
Becky Ringwelski
Kris Kiesling
Kirsten Clark
Ryan Mattke
Lois Hendrickson
Jerrie Bayer
Claire Stuckey
HumanResources
Office of
Focus Groups
• Wendy Lougee
• Linda DeBeau-Melting
• John Butler
• Janice Jaguszewski
• Joy Kirchner
• Joan Howland
• Connie Lenz
• Susan Weller
• Wendy Lane
• Lin Nelson-Mayson
• Lyndel King
Colleges and Admin Units Represented
• Bell Museum of Natural History
• Frederick R Weisman Art Museum
• Goldstein Museum
• Law Library
• UMD Libraries
• University Libraries
HumanResources
Office of
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
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$$$
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HumanResources
Office of
Salary Structure Design
• Reviewed salary survey reports from industry leaders
(American Alliance of Museums, Association of Research
Libraries , CUPA, EduComp, Mercer, QualComp, Towers
Watson)
• Factors Considered
– Higher education (CIC Libraries without Iowa, Nebraska,
Maryland, Rutgers and Purdue ; Public University Libraries
from ARL Top 25, University Official Peer Group)
– 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
University Structure
Broad Level
Executive Leader
Director
Supervisor/
Manager
Senior Level
Individual
Contributor
Individual Contributor
University Level
SVP / VP - Outside Structure
AVP
Director 2
Director 1
Manager 3
IC 3
Manager 2
IC 2
Manager 1
IC 1
Professional 4
Professional 3
Professional 2
Professional 1
Labor Represented Positions (not included in study)
HumanResources
Office of
Libraries and Museums Structure*
Libraries and Museums
EE Group
FLSA
SVP / VP - Outside Structure
N/A
Library/ Museum Director 2
Library/ Museum Director 1
P&A
N/A
N/A
Library/ Museum Manager 2
Library Program Specialist 2
Library/ Museum Manager 1
Library/ Museum Program Specialist 1
Exempt
N/A
Library Associate 3/ Museum Associate 3
Library Associate 2 (exempt)/ Museum Associate 2 (non-exempt)
N/A
* Excludes curator and librarian series
Labor Represented Positions (not included in study)
HumanResources
Office of
Civil
Service
Libraries and Museums Structure*
Job Family Level
Minimum
Midpoint
Maximum
Library/ Museum Director 2
$82,600
$115,700
$148,700
Library/ Museum Director 1
$71,900
$100,600
$129,400
SVP / VP - Outside Structure
AVP
N/A
Library/ Museum Mgr 2
Library Program Spec 2
$56,400
$76,100
$95,900
Library/ Museum Mgr 1
Library/ Museum
Program Spec 1
$51,300
$69,200
$87,200
Library Associate 3/ Museum Associate 3
$42,400
$57,200
$72,100
Library Associate 2/ Museum Associate 2
$38,500
$52,000
$65,500
N/A
N/A
* Excludes curator and librarian series
HumanResources
Office of
Implementation Key Dates and Events
• Jan 17
– Employees receive individual mapping
– Appeal period begins
• Jan 21—Information session for supervisors
• 22 & 23—Information sessions for employees
• 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 with supervisor
2. If the supervisor, in discussion with their unit HR Office,
supports the appeal, the employee completes the
appeal form with required supporting documentation
and obtains supervisor signature
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.
• Information is available today and is also
available on the web site.
HumanResources
Office of
Libraries and Museums
Job Family Study Results
• Total number of positions mapped: 192
• Distribution by employee group
• Civil Service: 23
• P&A: 168
• Labor Represented: 1
• Distribution by type of moves
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Civil Service to Civil Service: 22
Civil Service to P&A: 38
P&A to Civil Service: 1
P&A to P&A: 130
Civil Service to Labor Represented: 1
HumanResources
Office of
Libraries and Museums
Job Family Study Results (cont’d)
• Impact on Salary
• No impact: 171
• Below the range minimum: 20
• Above the range maximum: 1
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 [email protected]
HumanResources
Office of
Thank you!
Questions?
HumanResources
Office of