Human Resources Office of Campus Operations Job Family Study New Structure and Implementation Employee Information Session January 2014

Human Resources Office of Agenda Job Family Project Overview New Classification and Salary Structures Implementation Timelines Movement Between Employee Groups Benefit Impact Change Management Q&A

Human Resources 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

Human Resources Office of Job Family Study Overview continued Approximately 10,500 employees Scheduled to be complete in January 2015 (16 months total) Collaborative approach focused on communication and consensus-building

Human Resources Office of Specific Job Family Work Steps and Timing Job descriptions submittedOctober 1 Jobs mapped into structureOctober – December Advisory Team kick-off meetingOctober 17 Interviews with functional leadersNovember 7 – 21 Focus group sessions(s) to verify structure and add any missing skills/competency November Salary ranges developed through market pricing November – December Focus group sessions to review revised mapping and final structureDecember 16 – 18 Advisory Team meeting to review the final structure and market rangesJanuary

Human Resources Office of Job Family Collaboration Advisory GroupInterviews Pam Wheelock Linda Bjornberg Maggie Towle Leslie Krueger Margaret Yzaguirre Mike Berthelson Laurie Scheich Craig Moody Linda Olcott Anthony Untiedt Jerome Malmquist Suzanne Smith Greg Hestness Laurie Scheich Craig Moody

Human Resources Office of Job Family Collaboration continued Focus Groups Facility OperationsEngineering Environmental Safety Bill Paulus Dave Moore Ron Mapston Mick Ramolae Mandi Soderlund Peter Moe David Crane Beth Louden Jerome Malmquist Mike Grimstad Sandy Cullen Emily Robin-Abbot Dave Christiansen Erick Van Meter Jeff Davis Mike Austin Janet Dalgleish Dale Gronberg Jim Hilgendorf Joe Klancher David Paulu David Rahn Brian Vetter

Human Resources Office of Job Family Collaboration continued Focus Groups continued Business Operations Duluth Finance & Operations Duluth Student Life Leslie Bowman Dianne Gregory Mark Teragawa Bob Crabb Laurie McLaughlin Bill Stahlmann Brea Lambert Lonetta Hanson Mike Seymour John King Kathy Chalupsky John Rashid Linda Olcott Lisa Erwin Andrelino Cardoso Jeff Romano Paula Rossi Elizabeth Abrahamson Jodi Sunde Gaylen Hill

Human Resources Office of Colleges and Administrative Units Represented University Services Student Unions/Activities Human Resources Facilities Management Auxiliary Services Environmental Health and Safety UMD Facilities Management UMD Finance and Operations UMD Student Life Dentistry Housing and Residential Life Parking and Transportation Services Landscape Arboretum Classroom Management Building Codes Division University Dining Services Printing Services Fleet Services University Stores

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

Human Resources Office of Salary Structure Design Reviewed salary survey reports from industry leaders (CUPA, EduComp, Kenexa, Mercer, QualComp, Towers Watson) Factors Considered – Institutions in CIC group (higher education) – Minneapolis metro area (for-profit and not-for-profit companies & government) – If specific cuts not available, looked at broader regional or national data

Human Resources Office of Two Campus Operations Structures Food service Bookstore management Police supervisory Custodial supervisors Real estate Events management Facilities operations Number of employees: 359 Architect Building inspection Engineering Environmental health & safety Environmental compliance Planning Number of employees: 171 Campus Operations and Protection Campus Planning, Engineering and Safety

Human Resources Office of University Structure Broad LevelUniversity Level Executive Leader SVP / VP - Outside Structure AVP Director Director 2 Director 1 Supervisor / Manager Senior Level Individual Contributor Manager 3IC 3 Manager 2IC 2 Manager 1IC 1 Individual Contributor (with or without supervisory responsibilities) Supervisor 4Professional 4 Supervisor 3Professional 3 Supervisor 2Professional 2 Professional 1 Labor Represented Positions (not included in study)

Human Resources Office of Campus Operations and Protection Structure Campus Operations and ProtectionEE GroupFLSA SVP / VP - Outside Structure P&A Exempt N/A Campus Ops and Protection Director 2 Campus Ops and Protection Director 1 Campus Ops and Protection Mgr 3Campus Ops and Protection Spec 3 Campus Ops and Protection Mgr 2Campus Ops and Protection Spec 2 Campus Ops and Protection Mgr 1Campus Ops and Protection Spec 1 Campus Ops and Protection Supr 4Campus Ops and Protection Pro 4 Civil Service Campus Ops and Protection Supr 3Campus Ops and Protection Pro 3 Non- Exempt Campus Ops and Protection Supr 2Campus Ops and Protection Pro 2 Campus Ops and Protection Pro 1 Labor Represented Positions (not included in study)

Human Resources Office of Campus Operations and Protection Structure Job Family LevelMinimumMidpointMaximum SVP / VP - Outside Structure AVP Campus Ops and Protection Director 2$92,400$122,400$152,500 Campus Ops and Protection Director 1$80,300$106,400$132,500 Campus Ops and Protection Mgr 3 Campus Ops and Protection Spec 3 $69,800$92,500$115,200 Campus Ops and Protection Mgr 2 Campus Ops and Protection Spec 2 $60,700$80,400$100,200 Campus Ops and Protection Mgr 1 Campus Ops and Protection Spec 1 $52,800$69,900$87,100 Campus Ops and Protection Supr 4 Campus Ops and Protection Pro 4 $45,900$60,800$75,700 Campus Ops and Protection Supr 3 Campus Ops and Protection Pro 3 $39,900$52,900$65,800 Campus Ops and Protection Supr 2 Campus Ops and Protection Pro 2 $34,700$46,000$57,300 Campus Ops and Protection Pro 1$30,200$40,000$49,800

Human Resources Office of Campus Planning, Engineering, and Safety Structure Campus PESEE GroupFLSA SVP / VP - Outside Structure P&A Exempt N/A Campus PES Director 2 Campus PES Director 1 Campus PES Manager 3Campus PES Specialist 3 Campus PES Manager 2Campus PES Specialist 2 Campus PES Manager 1Campus PES Specialist 1 Campus PES Supervisor 4Campus PES Professional 4 Civil Service Campus PES Supervisor 3Campus PES Professional 3 Non- Exempt Campus PES Supervisor 2Campus PES Professional 2 Campus PES Professional 1 Labor Represented Positions (not included in study)

Human Resources Office of Campus Planning, Engineering, and Safety Structure Job Family LevelMinimumMidpointMaximum SVP / VP - Outside Structure AVP Campus PES Director 2$103,900$137,700$171,400 Campus PES Director 1$90,300$119,700$149,000 Campus PES Mgr 3Campus PES Spec 3$78,600$104,100$129,700 Campus PES Mgr 2Campus PES Spec 2$68,300$90,500$112,700 Campus PES Mgr 1Campus PES Spec 1$59,400$78,700$98,000 Campus PES Supr 4Campus PES Pro 4$51,600$68,400$85,100 Campus PES Supr 3Campus PES Pro 3$44,900$59,500$74,100 Campus PES Supr 2Campus PES Pro 2$39,000$51,700$64,400 Campus PES Pro 1$34,000$45,000$56,100

Human Resources Office of Implementation Key Dates and Events Jan 17 – Employees receive individual mapping – Appeal period begins Jan 22 & 23—Information sessions for employees Jan 27—Information session for supervisors 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

Human Resources 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.

Human Resources Office of Appeal Process 1.Employee discusses classification result concerns with their supervisor 2.If the supervisor, in discussion with their unit HR Office, supports an appeal, the employee submits the appeal form (with required supporting documentation and supervisor signature) to their unit HR office 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

Human Resources 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.

Human Resources 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. Handout information is available today and is also available on the web site.

Human Resources Office of Campus Operations and Protection Job Family Study Results Total number of positions mapped: 485 reviewed Distribution by employee group Civil Service: 292 P&A: 191 Labor Represented: 2 Distribution by type of moves Civil Service to Civil Service: 269 Civil Service to P&A: 112 P&A to Civil Service: 22 P&A to P&A: 79 Civil Service to Labor Represented: 2

Human Resources Office of Campus Operations and Protection Job Family Study Results (cont’d) Impact on Salary No impact: 452 Below the range minimum: 18 Above the range maximum: 15

Human Resources Office of 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 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 Thank you! Questions?