1. Athletics Job Family Study New Structure and Implementation Employee Information Session October 16, 2014

2. Human Resources Office of 1 Agenda Project Overview and Objectives Job Family Definition Project Process Classification and Salary Structure Project Timelines Salary and Benefit Impact Q&A

3. 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. 4

4. Human Resources Office of 3 Job Family Study Overview University-wide initiative – aligned with University’s vision and Operational Excellence Approx. 10,000 Civil Service and P&A positions on all five campuses 18 total job families; 11 are complete Working in partnership with Sibson Consulting Collaborative approach focused on communication and consensus-building Anticipated completion is early 2015

5. Human Resources Office of 4 Athletics and Recreation Job Family Definition The athletics and recreation job family positions deal with the professional activities and programs of coaching, athletic training, athletic operations and administration, and recreation health and wellness. Athletic Training: Duties involve providing the highest level of physical and mental health care and performance enhancement for their assigned student-athletes and University teams. Athletics Operations and Administration: Duties include providing support to student-athletes, coaches and sport programs. Support and operational responsibilities include managing events, ticket operations, travel and equipment operations.

6. Human Resources Office of 5 Coaching: Duties include developing and maintaining a competitive intercollegiate sport program within the conference and NCAA. Directing all aspects of sport staff in recruiting, practice and game competitions. Responsible for the recruitment/hiring, goal setting, coaching and performance review of all sport staff. Instructing and teaching student- athletes in fundamentals of sport technique and strategy. Planning and executing practice and competition plans including the evaluation of opponents. Evaluating and recruiting qualified student-athletes. Recreation: Duties involve supporting student development, student learning and health and wellness initiatives by providing recreation programs, events, services, and activities. Work requires a combination of education, training, experience, and proficiency in one or more of the following specialties: aquatics, court sports, fitness, wellness, golf, intramural sports, outdoor recreation, sport clubs, and youth programming. Athletics and Recreation Job Family Definition cont’d

7. Human Resources Office of 66 Work Steps and Timing Completed, approved job descriptions submittedAugust 8 Advisory Team kick-off meetingAugust 12 Job descriptions reviewed and mapped into structureAugust/September Team focus group sessions and interviews on draft structure and mapping September Salary ranges developed through market pricingSeptember Advisory Team meetings to review the completed structureOctober 3 Employee notification lettersOctober 14 5 6 7 1 2 3 4

8. Human Resources Office of 7 Job Family Collaboration Advisory Team Tom McGinnis Beth Goetz Jay Finnerty Michael Ellis Mike Overline Interviews Stephanie Helgeson Mark Fohl

9. Human Resources Office of 8  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

10. Human Resources Office of 9 Steps to Develop a Structure Market PricingJob DescriptionsSalary Structure 1 2 3 4 5 6 7 8 9 10 $$$$

11. Human Resources Office of 10 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

12. Human Resources Office of 11 University Structure University Level SVP / VP AVP Director 2 Director 1 Manager 3IC 3 Manager 2IC 2 Manager 1IC 1 Supervisor 4Professional 4 Supervisor 3Professional 3 Supervisor 2Professional 2 Professional 1 Labor Represented Positions (not included in study)

13. Human Resources Office of 12 Athletics Job Family LevelMinMidMax P&A Exempt Athletics Administrative Director 2 $115,300$155,600$196,000 N/A Athletics Operations Manager 3 N/A $82,100$110,800$139,600 Athletics Operations Manager 2 Athletics Operations Specialist 2 $69,300$93,500$117,800 Athletics Operations Manager 1 Athletics Operations Specialist 1 $58,400$78,900$99,300 Civil Service Athletics Operations Pro 4, Supervisor Athletics Operations Professional 4 $49,300$66,600$83,800 Athletics Operations Pro 3, Supervisor Athletics Operations Professional 3 $41,600$56,200$70,700 Non- Exempt N/A Athletics Operations Professional 2 $35,100$47,400$59,700 N/A

14. Human Resources Office of 13 Job Family LevelMinimum P & A Exempt Head Coach/ Coach/ Assist Coach$35,418 Athletics Operations Director$35,418 Athletics Performance Professional (quality control) $35,418 Athletic Trainer/Assistant Athletic Trainer$35,418 Athletics Coaches, Operations, Athletic Training and Quality Control

15. Human Resources Office of 14 Implementation Key Dates and Events October 13 – Employees receive individual results letters – Start of appeal period October 15 - Information session for supervisors and employees November 3 – Employee deadline for appeals – Employee deadline to determine employee group preference, if applicable November 24 - Notification of appeal results October 20 - Effective date of new job family structure

16. Human Resources Office of 15 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 November 3 4.Appeal panel of subject matter experts reviews 5.Appeal results communicated on or before Nov 24 Appeal process information found at z.umn.edu/jobfamilies

17. Human Resources Office of 16 Athletics Employee Salary Impact 167 positions reviewed, 0 employees outside of the new range – For those below range minimum: Salary brought to the range minimum effective June 2 – 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.

18. Human Resources Office of 17 158 positions remained in their current employee group 9 positions moved from P&A to Civil Service 0 positions moved from Civil Service to P&A Employee Group Impact

19. Human Resources Office of 18 Impact on Employee Benefits Most employees have option to stay in current employee group. Exception: non-exempt positions will move to civil service. If employee decides to change employee groups, they may have employee benefits changes. OHR staff are available to assist these employees in reviewing their options. Handout information is available today and is also available on the web site.

20. Human Resources Office of 19 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 receive overtime pay. Fair Labor Standards Act: http://www1.umn.edu/ohr/toolkit/compensation/paypolicy/flsa/i ndex.html#generalflsainfo http://www1.umn.edu/ohr/toolkit/compensation/paypolicy/flsa/i ndex.html#generalflsainfo Fair Labor Standards Act (FLSA) Exemption Status

21. Human Resources Office of 20 Athletics Job Family Study Results Total number of positions reviewed: 167 Distribution by employee group Civil Service: 12 P&A: 155 Labor Represented: 0 Distribution by type of moves Civil Service to Civil Service: 3 Civil Service to P&A: 0 P&A to Civil Service: 9 P&A to P&A: 155 Civil Service to Labor Represented: 0

22. Human Resources Office of 21 Additional Information Project Website with Q&A z.umn.edu/jobfamilies z.umn.edu/jobfamilies Civil Service Employee Rules http://www1.umn.edu/ohr/policies/governing/civilrules/. 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 http://www.policy.umn.edu/Policies/hr/Hiring/APPOINTPA.html Employee Benefits website http://www1.umn.edu/ohr/benefits/index.html http://www1.umn.edu/ohr/benefits/index.html Contact Unit Human Resources or call 4-UOHR (612-624-8647)

23. Human Resources Office of 22 Employee Benefits Resources Employee Benefits: www.umn.edu/ohr/benefitswww.umn.edu/ohr/benefits Academic Disability Program: www.umn.edu/ohr/benefits/disability/academic/index.html www.umn.edu/ohr/benefits/disability/academic/index.html Vacation and Leave: www.umn.edu/ohr/benefits/leaves/vacation/index.html 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#msrswww.msrs.state.mn.uswww.umn.edu/ohr/benefits/events/index.html#msrs Faculty Retirement Plan (P&A): www.umn.edu/ohr/benefits/retiresave/frp/index.html www.umn.edu/ohr/benefits/retiresave/frp/index.html Questions? Contact Employee Benefits at 4-UOHR (612-624-8647) or benefits@umn.edubenefits@umn.edu

24. Human Resources Office of 23 Thank you! Questions?