Transcript Evolving Human Resources:

Athletics Job Family Study
New Structure and Implementation
Employee Information Session
October 16, 2014
Agenda
• Project Overview and Objectives
• Job Family Definition
• Project Process
• Classification and Salary Structure
• Project Timelines
• Salary and Benefit Impact
• Q&A
HumanResources
Office of
1
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
• Approx. 10,000 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 is early 2015
HumanResources
Office of
3
Athletics and Recreation
Job Family Definition
The athletics and recreation job family positions deal with the
professional activities and programs of coaching, athletic training,
athletic operations and administration, and recreation health and
wellness.
Athletic Training: Duties involve providing the highest level of
physical and mental health care and performance enhancement for
their assigned student-athletes and University teams.
Athletics Operations and Administration: Duties include providing
support to student-athletes, coaches and sport programs. Support
and operational responsibilities include managing events, ticket
operations, travel and equipment operations.
HumanResources
Office of
4
Athletics and Recreation
Job Family Definition cont’d
• Coaching: Duties include developing and maintaining a competitive
intercollegiate sport program within the conference and NCAA. Directing
all aspects of sport staff in recruiting, practice and game competitions.
Responsible for the recruitment/hiring, goal setting, coaching and
performance review of all sport staff. Instructing and teaching studentathletes in fundamentals of sport technique and strategy. Planning and
executing practice and competition plans including the evaluation of
opponents. Evaluating and recruiting qualified student-athletes.
• Recreation: Duties involve supporting student development, student
learning and health and wellness initiatives by providing recreation
programs, events, services, and activities. Work requires a combination
of education, training, experience, and proficiency in one or more of the
following specialties: aquatics, court sports, fitness, wellness, golf,
intramural sports, outdoor recreation, sport clubs, and youth
programming.
HumanResources
Office of
5
Work Steps and Timing
1
Completed, approved job descriptions submitted
August 8
2
Advisory Team kick-off meeting
August 12
3
Job descriptions reviewed and mapped into structure
August/September
4
Team focus group sessions and interviews on draft structure and
mapping
September
5
Salary ranges developed through market pricing
September
6
Advisory Team meetings to review the completed structure
October 3
7
Employee notification letters
October 14
HumanResources
Office of
66
Job Family Collaboration
Advisory Team
•
•
•
•
•
Tom McGinnis
Beth Goetz
Jay Finnerty
Michael Ellis
Mike Overline
Interviews
• Stephanie Helgeson
• Mark Fohl
HumanResources
Office of
7
How Jobs are Mapped to the Structure
Role
 Operational Activity
 Decision-making
Authority
 Operational
Knowledge
Requirements
 Education and
Experience
 Management
Experience
 Technical
Capabilities
 Industry Knowledge
HumanResources
Office of
8
Accountability
 Planning Horizon
 Influence on
Institution
 Scope of
Measurable Effect
 Problems Solved
Steps to Develop a Structure
Job Descriptions
Market Pricing
Salary Structure
$
$$$
10
9
8
7
6
5
4
3
2
1
HumanResources
Office of
9
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-for-profit
companies and government)
– If specific cuts not available, looked at broader regional or
national data
HumanResources
Office of
10
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
11
Athletics
Job Family Level
Min
Mid
Max
Athletics Administrative Director 2
$115,300
$155,600 $196,000
Exempt
Athletics Operations Manager
3
N/A
$82,100
$110,800 $139,600
Athletics Operations Manager
2
Athletics Operations
Specialist 2
$69,300
$93,500
$117,800
Athletics Operations Manager
1
Athletics Operations
Specialist 1
$58,400
$78,900
$99,300
Athletics Operations Pro 4,
Supervisor
Athletics Operations
Professional 4
$49,300
$66,600
$83,800
Athletics Operations Pro 3,
Supervisor
Athletics Operations
Professional 3
$41,600
$56,200
$70,700
N/A
Athletics Operations
Professional 2
$35,100
$47,400
$59,700
NonExempt
Civil Service
P&A
N/A
HumanResources
N/A
Office of
12
Athletics
Job Family Level
Minimum
Head Coach/ Coach/ Assist Coach
$35,418
Athletics Operations Director
$35,418
Athletics Performance Professional
(quality control)
$35,418
Athletic Trainer/Assistant Athletic Trainer
$35,418
Exempt
P&A
Coaches, Operations, Athletic Training
and Quality Control
HumanResources
Office of
13
Implementation Key Dates and Events
• October 13
– Employees receive individual results letters
– Start of appeal period
• October 15 - Information session for supervisors and employees
• November 3
– Employee deadline for appeals
– Employee deadline to determine employee group preference,
if applicable
• November 24 - Notification of appeal results
• October 20 - Effective date of new job family structure
HumanResources
Office of
14
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 November 3
4. Appeal panel of subject matter experts reviews
5. Appeal results communicated on or before Nov 24
Appeal process information found at z.umn.edu/jobfamilies
HumanResources
Office of
15
Athletics Employee Salary Impact
• 167 positions reviewed,
• 0 employees outside of the new range
– For those below range minimum: Salary brought to the
range minimum effective June 2
– 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
16
Employee Group Impact
• 158 positions remained in their current employee
group
• 9 positions moved from P&A to Civil Service
• 0 positions moved from Civil Service to P&A
HumanResources
Office of
17
Impact on Employee Benefits
• Most employees have option to stay in current
employee group. Exception: non-exempt positions
will move to civil service.
• If employee decides to change employee groups,
they may have employee benefits changes.
• OHR staff are available to assist these employees in
reviewing their options.
• Handout information is available today and is also
available on the web site.
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 receive overtime pay.
Fair Labor Standards Act:
http://www1.umn.edu/ohr/toolkit/compensation/paypolicy/flsa/i
ndex.html#generalflsainfo
HumanResources
Office of
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Athletics
Job Family Study Results
• Total number of positions reviewed: 167
• Distribution by employee group
• Civil Service: 12
• P&A: 155
• Labor Represented: 0
• Distribution by type of moves
•
•
•
•
•
Civil Service to Civil Service: 3
Civil Service to P&A: 0
P&A to Civil Service: 9
P&A to P&A: 155
Civil Service to Labor Represented: 0
HumanResources
Office of
20
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 [email protected]
HumanResources
Office of
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Thank you!
Questions?
HumanResources
Office of
23