Graduate assistant exemption status conversion Auburn University Human Resources

GA Conversion Update Finalizing GA position descriptions ISS/HR testing beginning mid-Nov GRADA (BW)  GRADN (BW) effective 9/1/18 GRADN (BW)  GRADA (MN) effective 1/1/19 GRADN (BW)  GRADN (BW) effective 1/1/19 Change of Position Number to GN---- The job classification system has been in place for 10 years.  When it was created it was greatly needed and allowed IT professionals campus wide to fit into one job classification (Specialist, Info Tech) with 6 levels for IT growth.  It has been used to allow for comparability between roles and facilitate transfers between units.   Overtime, University technology staff have begun to interpret progression through increasingly skilled IT roles as a factor of time RATHER than the increasing capabilities, skills and behaviors required to fulfill more complex responsibilities of the job.  There is no real differentiation between the various levels in terms of specific IT skills. Recruitment of IT staff in an increasingly competitive job market with the current classifications is hindering the University from attracting talent.  The application rate has fallen off significantly from previous years. Moving to a best practices approach to IT job classifications, using industry standard IT classifications.  The IT industry has adopted standard definitions for tradition emerging roles for IT professionals ranging from customer support, network and telecommunications to project management, quality assurance and cybersecurity .  The use of these standard definitions will make it easier to hire the right IT professional for the job and compare salaries structures across the market. It will also allow us to establish career paths for technical specialties. We want to use work complexity, competency and proficiency descriptions to distinguish between levels.  We want to be able to clearly identify the entry-level, mid-level and senior positions for a given job.

Payroll Implications GRADN (BW)  GRADA (MN) Students will receive a BW26 (12/9/18 – 12/22/18) paycheck Students will receive a partial BW1 (12/23/18 – 1/5/19) paycheck for 9 days Students should stop clocking into Kronos after 12/31/18 Students will then receive a MN1 paycheck The job classification system has been in place for 10 years.  When it was created it was greatly needed and allowed IT professionals campus wide to fit into one job classification (Specialist, Info Tech) with 6 levels for IT growth.  It has been used to allow for comparability between roles and facilitate transfers between units.   Overtime, University technology staff have begun to interpret progression through increasingly skilled IT roles as a factor of time RATHER than the increasing capabilities, skills and behaviors required to fulfill more complex responsibilities of the job.  There is no real differentiation between the various levels in terms of specific IT skills. Recruitment of IT staff in an increasingly competitive job market with the current classifications is hindering the University from attracting talent.  The application rate has fallen off significantly from previous years. Moving to a best practices approach to IT job classifications, using industry standard IT classifications.  The IT industry has adopted standard definitions for tradition emerging roles for IT professionals ranging from customer support, network and telecommunications to project management, quality assurance and cybersecurity .  The use of these standard definitions will make it easier to hire the right IT professional for the job and compare salaries structures across the market. It will also allow us to establish career paths for technical specialties. We want to use work complexity, competency and proficiency descriptions to distinguish between levels.  We want to be able to clearly identify the entry-level, mid-level and senior positions for a given job.

Payroll Implications, cont. GRADN (BW)  GRADN (BW) Affected students will continue to receive BW paychecks Affected students will be responsible for the taxation on the fellowship’s imputed income The job classification system has been in place for 10 years.  When it was created it was greatly needed and allowed IT professionals campus wide to fit into one job classification (Specialist, Info Tech) with 6 levels for IT growth.  It has been used to allow for comparability between roles and facilitate transfers between units.   Overtime, University technology staff have begun to interpret progression through increasingly skilled IT roles as a factor of time RATHER than the increasing capabilities, skills and behaviors required to fulfill more complex responsibilities of the job.  There is no real differentiation between the various levels in terms of specific IT skills. Recruitment of IT staff in an increasingly competitive job market with the current classifications is hindering the University from attracting talent.  The application rate has fallen off significantly from previous years. Moving to a best practices approach to IT job classifications, using industry standard IT classifications.  The IT industry has adopted standard definitions for tradition emerging roles for IT professionals ranging from customer support, network and telecommunications to project management, quality assurance and cybersecurity .  The use of these standard definitions will make it easier to hire the right IT professional for the job and compare salaries structures across the market. It will also allow us to establish career paths for technical specialties. We want to use work complexity, competency and proficiency descriptions to distinguish between levels.  We want to be able to clearly identify the entry-level, mid-level and senior positions for a given job.

Questions? Slides to be provided with the meeting minutes The job classification system has been in place for 10 years.  When it was created it was greatly needed and allowed IT professionals campus wide to fit into one job classification (Specialist, Info Tech) with 6 levels for IT growth.  It has been used to allow for comparability between roles and facilitate transfers between units.   Overtime, University technology staff have begun to interpret progression through increasingly skilled IT roles as a factor of time RATHER than the increasing capabilities, skills and behaviors required to fulfill more complex responsibilities of the job.  There is no real differentiation between the various levels in terms of specific IT skills. Recruitment of IT staff in an increasingly competitive job market with the current classifications is hindering the University from attracting talent.  The application rate has fallen off significantly from previous years. Moving to a best practices approach to IT job classifications, using industry standard IT classifications.  The IT industry has adopted standard definitions for tradition emerging roles for IT professionals ranging from customer support, network and telecommunications to project management, quality assurance and cybersecurity .  The use of these standard definitions will make it easier to hire the right IT professional for the job and compare salaries structures across the market. It will also allow us to establish career paths for technical specialties. We want to use work complexity, competency and proficiency descriptions to distinguish between levels.  We want to be able to clearly identify the entry-level, mid-level and senior positions for a given job.

Spec, info tech job restructuring Auburn University Human Resources

Current State (OIT) Specialist I-VI, Info Tech (10 yrs) Allows for comparability between roles & facilitates transfers between units Challenges with job family structure (time vs. increased skill level) Challenges with attracting external talent Structure hinders full ability to tie to market rates The job classification system has been in place for 10 years.  When it was created it was greatly needed and allowed IT professionals campus wide to fit into one job classification (Specialist, Info Tech) with 6 levels for IT growth.  It has been used to allow for comparability between roles and facilitate transfers between units.   Overtime, University technology staff have begun to interpret progression through increasingly skilled IT roles as a factor of time RATHER than the increasing capabilities, skills and behaviors required to fulfill more complex responsibilities of the job.  There is no real differentiation between the various levels in terms of specific IT skills. Recruitment of IT staff in an increasingly competitive job market with the current classifications is hindering the University from attracting talent.  The application rate has fallen off significantly from previous years. Moving to a best practices approach to IT job classifications, using industry standard IT classifications.  The IT industry has adopted standard definitions for tradition emerging roles for IT professionals ranging from customer support, network and telecommunications to project management, quality assurance and cybersecurity .  The use of these standard definitions will make it easier to hire the right IT professional for the job and compare salaries structures across the market. It will also allow us to establish career paths for technical specialties. We want to use work complexity, competency and proficiency descriptions to distinguish between levels.  We want to be able to clearly identify the entry-level, mid-level and senior positions for a given job.

Proposed Future State (OIT) Creating approximately 30 new jobs Using industry standard (functional) IT classifications (Systems Analyst, IT Business Analyst, Database Administrator, Service Desk Support Analyst, Network Engineer, Technical Support Analyst, etc.) Ties easily with external market pricing Expect to attract more qualified applicants Phase 1 nearly completed

Phase 2 – Distributed Units All academic and administrative units which include Spec, Info Tech positions Convert to a functionally-specific job Newly developed OIT jobs -or- create new Phase 2 begins this week

Takeaways Be aware that your Spec, Info Tech positions will be reviewed by the Distributed IT Committee for this effort Position Questionnaires Job Descriptions Pay Evaluators Communication to all current incumbents (Phase 1 & 2) to be delivered once all jobs and pay evaluators are finalized

Do You Have Questions? Cindy Selman – Director, OIT Administration Shelly Murray – Manager, Compensation Administration