1. Higher Ed Class & Comp Update
ARCUPA
April 12, 2018
Julie Bates, ASU System

2. Presentation Overview
Current status of the higher ed classification plan
Where we came from (understanding context)
Moving forward together as all of higher education
Next steps
Presentation Overview

3. Current status of the higher ed classification plan

4. Act 599 of 2017 Higher Ed Class & Comp Act
Act 599 allowed higher ed institutions to maintain status quo while state agencies transitioned to a new pay plan (Act 365 of 2017)
Higher education made the proposal because of the unfunded mandate of transitioning to the new pay plan. State agency pay plan was funded.
Working group formed to develop ideas and discuss issues that would be considered during next regular legislative session (January 2019)
Act 599 of 2017 Higher Ed Class & Comp Act

5. Special thanks to all plus others who volunteered from these institutions: Bridget Fortenberry (UCA), Jennifer Smith (ASU System), Danielle Taylor (UAMS), Michele Burns (UAF). Bill Stovall and Shane Broadway participated from the legislative liaison group.
Working Group

6. Purpose & Considerations of Group
Discuss short-term vs. long-term needs
Proposal must be acceptable to all of higher education & not cause undue hardship
Group must consider that the 2nd year of productive funding will be implemented. Potential of (-1%) loss to RSA base
Ultimate goal is to support our missions of educating students, research and public service by recruiting and retaining our human capital
Purpose & Considerations of Group

7. Current status of the higher ed classification plan
Where we came from (understanding context)
Context of the Plan

8. Classified employee COLA and merit increases were governed DF&A and OPM
Institutions were unable to develop a salary increase plan with all segments of the university considered
For the executive recommendation for our authorized positions, the classified personnel request was reviewed by OPM and the non-classified positions were reviewed by ADHE
Before the Transition

9. Classified employee COLA and merit increases are authorized by ADHE
Institutions are now able to develop a salary increase plan with all segments of the university considered
For the executive recommendation for our authorized positions, ADHE will review all positions – both classified and non-classified personnel
After the Transition

10. The Stars Aligned Legislative priority for Presidents and Chancellors
State was going in a new direction
Understanding our challenges, ADHE was a willing partner and advocate
Support from the Governor and OPM
Higher ed had a focused goal as one united group
Successful in communicating needs & benefits to the Legislature thanks to our sponsor, Rep. Les Eaves (Chair of Personnel)
The Stars Aligned

11. Moving Forward Together
Current status of the higher ed classification plan
Where we came from (understanding context)
Moving forward together as all of higher education
Moving Forward Together

12. Providing greater flexibility for institutions in the current pay schedule to address market and entry-level salaries that are lagging
Flexibility in the performance evaluation language
Salary administration grids and labor market rates for higher education
Position pools in the classified positions
Big Ideas & Needs

13. Pay Schedule In effect since 2009 First four grades below minimum wage
Usage of Base Level unclear
What is the career level anyway?
Pay Schedule

14. Take the parameters of our pay schedule and update to reflect appearance of state agency pay schedule(s)
Adjust the pay schedule to account for minimum wage
Consider an option to increase parameters by 1.8% (inflation rate)
Pay Schedule Ideas

17. Flexibility in the performance evaluation language by mirroring the state agency pay plan language
Salary administration grids and labor market rates for higher education (e.g. IT salary administration grid)
Position pools in the classified positions (NEW)
Big Ideas & Needs

18. Non-classified Pools

19. Proposed Classified Pools

20. Institutions may request to utilize the pools that are applicable to their needs
Institutions are requested to consider whether creation of the pool will potentially create efficiencies and an ability to reduce the number of authorized positions
To achieve transparency and remain consistent with non-classified pools, institutions will report the actual and budgeted utilization during the legislative budget process
Institutions are requested to maintain consistency with the pools by eliminating titles from the pool but not by adding titles or creating new pools.
Utilizing the Pools

21. Personnel Request Example

22. Next Steps Current status of the higher ed classification plan
Where we came from (understanding context)
Moving forward together as all of higher education
Next steps
Next Steps

23. Completing your personnel request strategically with consideration of efficiencies
With the flexibility of the pool, can you - without disrupting future plans - eliminate some authorized positions?
Understand the process of approvals – P&Cs, ADHE, Governor, and the Legislature
Developing the message
Next Steps