Transcript Evolving Human Resources:

Animal Care Job Family Study
New Structure and Implementation
Employee Information Session
May 6, 2015
Agenda
• Project Overview and Objectives
• Animal Care Job Family Definition
• Project Process
• Classification and Salary Structures
• 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
22
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; 15 are complete
• Working in partnership with Sibson Consulting
• Collaborative approach focused on communication and
consensus-building
• Anticipated completion June/July 2015
HumanResources
Office of
3
Animal Care Job Family Definition
The Animal Care job family deals with direct animal care for
physical health, as well as the management, operation, and
maintenance of animal facilities to maintain the well-being of
animals. Advanced degrees in animal and health care fields are
required, to include but not limited to Veterinary Medicine and
Pharmacy. Additional required credentials for many animal care
positions include professional registration, certification, and state
licensure.
Animal Health: Provides the delivery of animal care by
determining the correct diagnosis and providing the necessary
treatment. Animal Care employees may conduct research for
publication and also participate in program development and
administration.
HumanResources
Office of
4
Project Stakeholders
Advisory Team
Focus Groups
Steering Team
Individual Employees
Parties
Include
•
•
•
•
Project Sponsor
Subject Matter
HR in the Unit
Experts
HR Consultants
Functional Team
Members
• Class & Comp Staff
• Sibson
Consultants
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
Helps to ensure
project success and
provide final
approval of key
deliverables
Complete position
description
documentation
HumanResources
Review initial job
family definition and
career ladder
documentation
Office of
5
Job Family Collaboration
Advisory Team
•
•
•
•
•
•
•
•
HumanResources
David Lee
Pat Berzins
Debra Vogt
Kim Little
Laura Larson
Jeanette Steeves
Cynthia Gillett
Christine Sivula
Office of
6
Job Family Collaboration
Focus Group
Members
•
•
•
•
•
•
•
HumanResources
Kim Horne
Denise Obitz Cooney
Rod DeVriendt
Sheryl Ferguson
Jeanette Steeves
Angela Craig
Sara Hashway
Office of
7
Colleges and Administrative Units Represented
• College of Veterinary Medicine
– Veterinary Medical Center
– Raptor Center
– Veterinary Population Medicine
• Academic Health Center
– Research Animal Resources
HumanResources
Office of
8
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 – outside study
AVP – outside study
Director 2
Director 1
Manager 3
Individual Contributor 3
Manager 2
Individual Contributor 2
Manager 1
Individual Contributor 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
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
12
Accountability
 Planning Horizon
 Influence on
Institution
 Scope of
Measurable Effect
 Problems Solved
Animal Care Structure: Before
16 managerial/supervisory, 5 individual contributor classes
Civil Service Class & Salary Range
Management
Supervisory
P&A Class & Salary Range
Job Code
Job Title
Min
Max
0206
Administrative Professional
N/A
N/A
Job Code Job Title
Management
7161
Farm Foreman
$35,110 $60,861
7162
Asst Manager, Vet Tech Svc
$39,374 $69,992
7198
Veterinary Technician Supv
$36,130 $62,608
7205
Executive Assistant
N/A
N/A
7206
Administrative Professional
N/A
N/A
7208
Program Associate
$34,278 $59,155
7922
Laboratory Animal Tech Spec
$34,133 $59,093
7941
Senior Veterinary Technician
$31,304 $54,413
8196
Veterinarian Asst/Practitioner
$36,712 $63,523
Executive Assistant
N/A
8350
Junior Scientist
$30,909 $51,626
8352
Scientist
$42,245 $75,046
8356
Sr Laboratory Services Coord
$38,043 $65,936
Individ Contributor 8205
N/A
Max
9334
Director Campus/College Level $35,418 N/A
9337
Departmental Director
9338
Associate Department Director $35,418 N/A
9339
Assistant Department Director $35,418 N/A
9340
Program Director
$35,418 N/A
9341
Associate Program Director
$35,418 N/A
Coordinator
$35,418 N/A
$35,418 N/A
Supervisory
Individ Contributor 9354
14
13
13
Min
Animal Care
EE
FLSA
Group
Job Family Level
SVP / VP - Outside Structure
AVP
Exempt
Nonexempt
Civil Service
P&A
Animal Care Director 2
Animal Care Director 1
Animal Care Manager 3
Animal Care Provider 3
Animal Care Manager 2
Animal Care Provider 2
Animal Care Manager 1
Animal Care Provider 1
Animal Care Professional 4, Supr
Animal Care Professional 4
Animal Care Professional 3, Supr
Animal Care Professional 3
Animal Care Professional 2, Supr
Animal Care Professional 2
HumanResources
Animal Care Professional 1
Office of
14
Animal Care
Job Family Level
Min
Mid
Max
SVP / VP - Outside Structure
Exempt
Civil Service
Nonexempt
P&A
AVP
Animal Care Director 2
$112,100 $151,300 $190,600
Animal Care Director 1
$93,400 $126,100 $158,800
Animal Care Mgr 3
Animal Care Provider 3 $77,900 $105,100 $132,400
Animal Care Mgr 2
Animal Care Provider 2 $64,900 $87,600 $110,300
Animal Care Mgr 1
Animal Care Provider 1 $54,100 $73,000 $92,000
Animal Care
Animal Care
Professional 4, Supr.
Professional 4
$45,000 $60,800 $76,500
Animal Care
Animal Care
Professional 3, Supr.
Professional 3
$39,200 $52,900 $66,600
Animal Care
Animal Care
Professional 2, Supr.
Professional 2
$34,100 $46,000 $58,000
Animal Care Professional 1
$30,600 $41,300 $52,000
HumanResources
Office of
15
Implementation Key Dates and Events
• May 5
– Employees receive individual results letters
– Start of appeal period
– Round 2 begins
• May 6 – Employee Information session
• May 26
– Employee deadline for appeals
– Designate employee group choice, if applicable (1 employee)
– Round 2 deadline for position descriptions
• June 1 – Effective date
• June 9 – Appeal and round 2 results; retroactive to June 1
HumanResources
Office of
16
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 May 26
4. Appeal panel of subject matter experts reviews
5. Appeal results communicated on/before June 9
Appeal process information found at z.umn.edu/jobfamilies
HumanResources
Office of
17
Employee Salary Impact
• 39 positions were reviewed
– Excluding resigned or positions moved to other job
families to be studied
• 1 employee is outside of the new range
– For those below range minimum: Salary brought to the
range minimum on the effective date
– 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
18
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
19
Positions Changing Employee Group
• 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 employees in
reviewing their options.
• Handout information describing benefit differences is
available today and on the web site.*
HumanResources
Office of
20
Job Family Study Results
• Total number of positions reviewed: 39
• Distribution by employee group
• Civil Service: 27
• P&A: 12
• Distribution by type of moves
•
•
•
•
Civil Service to Civil Service: 27
Civil Service to P&A: 1
P&A to Civil Service: 0
P&A to P&A: 11
HumanResources
Office of
21
Job Family Study Results cont’d
• Impact on Salary
– No impact: 38
– Below the range minimum: 0
– Above the range maximum: 1
• Some positions moved to other job families
– ex. pharmacists, medical technologists
HumanResources
Office of
22
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
23
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
24
Thank you!
Questions?
HumanResources
Office of
25