1. What’s Old is New Again Broad-banding is being discontinued for former Support Services Processes (e.g., FOAM, Logistics, IS, HR) Broad-banding is being discontinued for former Support Services Processes (e.g., FOAM, Logistics, IS, HR) Effective 12/01/2008 Logistics will make this transition* Effective 12/01/2008 Logistics will make this transition* Support Service Areas return to institutional/traditional compensation plan Support Service Areas return to institutional/traditional compensation plan Note: *Admin. Support Titles (e.g., Sr. Admin Assoc.) will change on 12/15: concurrent across all former Support Services Processes

2. UTMB Leadership has determined: The Broad-banding Pilot Program will not be adopted across the Institution The Broad-banding Pilot Program will not be adopted across the Institution Maintaining two (2) compensation programs is not economical or efficient Maintaining two (2) compensation programs is not economical or efficient

3. Impact to Logistics No negative effect on compensation for Logistics employees in foreseeable future No negative effect on compensation for Logistics employees in foreseeable future Move toward traditional Job titles as appropriate Move toward traditional Job titles as appropriate (i.e., Warehouse Operations Supervisor)

4. Salary Model New Market Rate based on actual “market changes” not a result of UTMB change. ( See handout for complete listing of Logistics' job titles and salaries) Job Title Minimum Current New Market Maximum Sr. Admin. Support Assoc 25,000 32,080 37,500 40,100 50,000 48,120 Sr. Acquisition Assoc 26,800 34,880 40,200 43,600 53,600 52,320 Sr. Materials Handling Tech 20,400 24,560 30,600 30,700 40,800 36,840

5. Salary Ranges Market: Is the competitive salary rate determined for specific job functions compared to same/like job functions in the marketplace based on an individual being fully functional in the job and performing at an above satisfactory level Market: Is the competitive salary rate determined for specific job functions compared to same/like job functions in the marketplace based on an individual being fully functional in the job and performing at an above satisfactory level Comp Ratio: the actual salary paid an employee compared to Market Comp Ratio: the actual salary paid an employee compared to Market Broad-banded Salary Range: used a 100% range from Minimum to Maximum as it considered a “broader” range of job functions and titles within a specified role Broad-banded Salary Range: used a 100% range from Minimum to Maximum as it considered a “broader” range of job functions and titles within a specified role Traditional Salary Range: uses a 50% range from Minimum to Maximum as it overall considers a narrower defined set of job duties for a specific title Traditional Salary Range: uses a 50% range from Minimum to Maximum as it overall considers a narrower defined set of job duties for a specific title

6. How is Pay Determined An individual’s pay is based on: Education Education Experience Experience Skills, knowledge & abilities Skills, knowledge & abilities Performance Performance

7. New Logistics Job Titles Mail Services Manager Mail Services Manager Records Management Supervisor Records Management Supervisor Fleet Services Supervisor Fleet Services Supervisor Warehouse Operations Supervisor Warehouse Operations Supervisor