Health Care Job Family Study New Structure and Implementation Employee Information Session May 7, 2015

Human Resources Office of 1 Agenda Project Overview and Objectives Health Care Job Family Definition Project Process Classification and Salary Structures Project Timelines Salary and Benefit Impact Q&A

Human Resources Office of 2 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. 2

Human Resources Office of 3 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

Human Resources Office of 4 Health Care Job Family Definition The Health Care job family deals with direct patient care for both physical and mental health, to maintain the well-being of community and public health programs. Advanced degrees in health care fields are required, to include but not limited to Medicine, Dentistry, Pharmacy, Psychology, Social Work, Nursing, and Public Health. Additional required credentials for many health care positions include professional registration, certification, and state licensure. Typical functions include provision of health care, supervision of unit or clinic staff, teaching of students and/or residents, regulatory compliance, patient relations, operational services, and medical records. Community Health: Provide a service to one or more community groups. Activities focus on administrative, managerial, or professional work planning and directing a community service program that requires specialized education and training in the health care field.

Human Resources Office of 5 Health Care Job Family Definition cont’d Health Care: Provides the delivery of health care by determining the correct diagnosis and providing the necessary treatment. Health Care employees may conduct research for publication and also participate in program development and administration. Mental Health: Provides direct client assessment and counseling on mental health issues. Mental Health Care employees may conduct research for publication. Senior level Mental Health professional may supervise students in advanced Mental Health programs. Mental Health Care employees may also participate in program development and/or administration.

Human Resources Office of 6 Project Stakeholders Advisory TeamFocus GroupsSteering TeamIndividual Employees Parties Include Project Sponsor HR in the Unit HR Consultants Functional Team Members Class & Comp Staff Sibson Consultants Subject Matter Experts 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 Review initial job family definition and career ladder documentation Helps to ensure project success and provide final approval of key deliverables Complete position description documentation

Human Resources Office of 7 Job Family Collaboration Advisory Team Jeff Ogden Hosea Ojwang Deborah Carlson Coy Hillstead Deanna Mills Kelly Campbell Jeanette Steeves Colleen McDonald Diouf Carolyn Karasch Carl Anderson

Human Resources Office of 8 Job Family Collaboration Focus Group Members Jill Wooldridge Linda Hermanson Dennis Maurer Katherine Beal Jan Reiling Raylene Streed David Worley, MD Debbie Dunst-Wald Anthony Untiedt Michelle Jacobson Parami Samarakoon Miroslav Konvicka Jamie Suchy Neelu Hira Jennifer Peters

Human Resources Office of 9 Colleges and Administrative Units Represented Community University Health Care Center Boynton Health Service School of Dentistry School of Medicine UMD Health Services University Counseling & Consulting Services Minnesota Lions Eye Bank College of Liberal Arts

Human Resources Office of 10  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

Human Resources Office of 11 Steps to Develop a Structure Market PricingJob DescriptionsSalary Structure $$$$

Human Resources Office of 12 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

Human Resources Office of 13 University Structure University Level SVP / VP – outside study AVP – outside study Director 2 Director 1 Manager 3Individual Contributor 3 Manager 2Individual Contributor 2 Manager 1Individual Contributor 1 Supervisor 4Professional 4 Supervisor 3Professional 3 Supervisor 2Professional 2 Professional 1 Labor Represented Positions (not included in study)

14 Health Care Structure: Before 13 managerial/supervisory and 39 individual contributor classes 14

15 Health Care Structures 3 Structures created to address market pay levels: – Allied Health Care: Radiologic Technologists, Medical Technologists, Pharmacists, Physical Therapists, Dietitians, Coding Specialists, Donor Coordinators, Clinical Specialists (Speech, Language, Hearing Sciences) – Patient Care: Registered Nurses, Physician’s Assistants, Nurse Practitioners, Nursing Supervisors, RN Care Coordinators, Research Coordinators (RN), Triage Nurses – Mental Health Care: Psychologists, Psychiatric Social Workers, ARMHS Workers, BH Case Managers, Chemical Dependency Counselors Note: Not an exhaustive list; does not include managers and some unique jobs.

16 Health Care Job Family – Allied Health Job Family LevelMinMidMax P & A Exempt SVP / VP - Outside Structure AVP NA Allied Health Care Manager 3 N/A $100,200$135,300$170,300 N/A Allied Health Care Provider 2 $83,500$112,700$142,000 Allied Health Care Manager 1 N/A $69,600$93,900$118,200 Civil Service Allied Health Care Professional 4, Supr Allied Health Care Professional 4 $57,900$78,200$98,400 Allied Health Care Professional 3, Supr Allied Health Care Professional 3 $49,300$66,600$83,800 Non- exempt Allied Health Care Professional 2, Supr Allied Health Care Professional 2 $42,100$56,900$71,600 Allied Health Care Professional 1 $36,000$48,600$61,200

17 Health Care Job Family – Patient Care Job Family LevelMinMidMax P & A Exempt SVP / VP - Outside Structure AVP N/A Patient Care Manager 3 N/A$96,300$130,000$163,700 Patient Care Manager 2 N/A$90,600$121,500$153,000 Patient Care Manager 1 N/A$83,700$113,000$142,300 Civil Service Patient Care Professional 4, Supr Patient Care Professional 4 $72,800$98,300$123,800 Patient Care Professional 3, Supr Patient Care Professional 3 $59,200$79,900$100,600 Non- exempt N/A Patient Care Professional 2 $51,400$69,400$87,400 N/A

18 Health Care Job Family – Mental Health Job Family LevelMinMidMax P & A Exempt SVP / VP - Outside Structure AVP N/A Mental Health Care Manager 3 N/A$66,100$89,200$112,400 Mental Health Care Manager 2 Mental Health Care Provider 2 $56,400$76,200$95,900 Mental Health Care Manager 1 N/A$52,400$70,700$89,000 Civil Service Mental Health Care Professional 4, Supr Mental Health Care Professional 4 $48,200$65,100$81,900 N/A Mental Health Care Professional 2 $35,200$47,500$59,800 Non- ex Mental Health Care Professional 1$30,600$41,300$52,000

Human Resources Office of 19 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

Human Resources Office of 20 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

Human Resources Office of 21 Employee Salary Impact 236 positions were reviewed – Excluding resigned or positions moved to other job families – 10 employees are 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.

Human Resources Office of 22 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: /index.html#generalflsainfo /index.html#generalflsainfo Fair Labor Standards Act (FLSA) Exemption Status

Human Resources Office of 23 Positions that Change Employee Group All non-exempt positions are civil service or bargaining unit. 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 members are available to assist these employees in reviewing their options. Handout information describing benefit differences is available today and on the web site.*

Human Resources Office of 24 Job Family Study Results Total number of positions reviewed: 236 Distribution by employee group Civil Service: 161 P&A: 75 Distribution by type of moves Civil Service to Civil Service: 158 Civil Service to P&A: 3 P&A to Civil Service: 47 P&A to P&A: 28

Human Resources Office of 25 Job Family Study Results cont’d Impact on Salary – No impact: 226 – Below the range minimum: 8 – Above the range maximum: 2

Human Resources Office of 26 Additional Information Project Website with Q&A z.umn.edu/jobfamilies z.umn.edu/jobfamilies Civil Service Employee Rules Administrative Policy for Appointments of Academic Professional and Administrative Employees Employee Benefits website Contact Unit Human Resources or call 4-UOHR ( )

Human Resources Office of 27 Employee Benefits Resources Employee Benefits: Academic Disability Program: Vacation and Leave: Minnesota State Retirement Plan: or Faculty Retirement Plan (P&A): Questions? Contact Employee Benefits at 4-UOHR ( ) or

Human Resources Office of 28 Thank you! Questions?