1. Human Resources Office of 0 Research Job Family Study New Structure and Implementation Employee Information Sessions June 23 & 24, 2015

2. Human Resources Office of 1 Agenda Project Overview and Objectives Project Process Classification and Salary Structures 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. 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; 16 are complete Working in partnership with Sibson Consulting Collaborative approach focused on communication and consensus-building

5. Human Resources Office of 4 Project Stakeholders Advisory TeamFocus GroupsSteering Team Individual 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

6. Human Resources Office of 5 Job Family Collaboration Advisory Team Brian Herman Lisa Johnson Tim Griffin Shri Ramaswamy John Connett Patricia Homyak David Johnson Alan Ek Michele Morrisey Kenny Beckman Amanda Galster Paul Snyder Frances Lawrenz Greg Haugstad Jeff Marr Trish Sodahl Karen Olsen Nicole Mattson

7. Human Resources Office of 6 Lisa Johnson Amanda Galster Katie Mellskog Denise Windenburg Brenda Prich Leslie Kennedy Kristelle Mendoza Kent Reed Bruce Walcheck Connie Gebhart Cheryl Dvorak Karen Olsen Liz Wiedenman Devi Patnayak Dale Setterholm Ted Butler Julie Murphy Laura Babcock Denise King Barry Finzel Tim Tripp Tami Jauert Kenny Beckman Val McCullar Cindy Eide Maureen Riedl Steve Wietgrefe Chastity Healy William Weber Garrett Mosiman Ashley Graef Ann Rougvie Ruth Shaw Focus Group Members (invited)

8. Human Resources Office of 7 Bonny Donzella Michelle Englund Judy Cook Rhiannon Williams Amy Hewitt Martha Thurlow Lee Frelich Mary Pampusch Bradley Kinkaid Grace Anderson Matthew McNearney Klaus Wormuth Bruce Alexander Kate Brekke Sara Veblen- Mortenson Tim Boyer Jamie Umber Jean Forster Sarah Rydell Beth Virnig Kelli Johnson Tola Ou-Quinlan Gretchen Hultman Kathleen Harder Jonathan Rozenbergs Mary Vogel Katherine Huppler Hullsiek Deborah Wentworth Cynthia Davey Frank Douma Focus Group Members cont’d (invited)

9. Human Resources Office of 8 Curtis Nelson Sonya Grillo Guillermo Narvaez Jill DeBoer Karen Everstine John Heine Lucinda Johnson Val Brady Matt Mlinar Matt Aro Rolf Weberg Focus Group Members cont’d (invited)

10. Human Resources Office of 9 Colleges and Administrative Units Represented Science and Engineering Medical School Academic Health Center Vet Medicine Design Public Health CFANS Office of VP of Research Education & Human Dev Biological Sciences UM Duluth Pharmacy Liberal Arts Dentistry

11. 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

12. Human Resources Office of 11 Steps to Develop a Structure Market PricingJob DescriptionsSalary Structure 1 2 3 4 5 6 7 8 9 10 $$$$

13. 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

14. Human Resources Office of 13 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)

15. Human Resources Office of 14 Research Structure: Current

16. Human Resources Office of 15 Research structure: current (cont’d)

17. Human Resources Office of 16 1.Research Support (453) Engaged in work in support of research activity 2.Researchers (1524) Directly involved in conducting research; involved in the process of gathering data, analyzing data; principle investigators and those conducting various phases of research and analysis Primarily employees in the scientist, fellow, and research associate series 3.Research Nursing (33) Qualified nursing professionals engaged in research activity Three New Research Structures

18. Human Resources Office of 17 Job Family Level P & A Exempt SVP/VP AVP N/A Research Director 1 Research Support Manager 3Research Project Specialist 3 Research Support Manager 2Research Project Specialist 2 Research Support Manager 1Research Project Specialist 1 Civil Service Research Professional 4, SuprResearch Professional 4 Research Professional 3, SuprResearch Professional 3 Non- exempt Research Professional 2, SuprResearch Professional 2 Research Professional 1 Structure 1: Research Support

19. Human Resources Office of 18 Job Family LevelMinMidMax P & A Exempt SVP/VP AVP N/A Research Director 1 $80,500$120,800$161,000 Res Support Mgr 3Res Project Specialist 3 $70,000$105,000$140,000 Res Support Mgr 2Res Project Specialist 2 $60,900$91,300$121,800 Res Support Mgr 1Res Project Specialist 1 $52,900$79,400$105,800 Civil Service Research Prof 4, SuprResearch Professional 4 $48,800$65,900$83,000 Research Prof 3, SuprResearch Professional 3 $42,400$57,300$72,100 Non- exempt Research Prof 2, SuprResearch Professional 2 $36,400$49,800$62,700 Research Professional 1 $30,400$43,300$54,600 Structure 1 Research Support

20. Human Resources Office of 19 Job Family Level P & A Exempt SVP/VP AVP N/A Research Manager 3Researcher 7 Research Manager 2Researcher 6 Research Manager 1Researcher 5 Civil Service N/AResearcher 4 Researcher 3, SupervisorResearcher 3 Non- exempt N/AResearcher 2 Researcher 1 Structure 2: Researchers

21. Human Resources Office of 20 Job Family LevelMinMidMax P & A Exempt SVP/VP AVP N/A Research Manager 3Researcher 7 $52,800$100,300$147,800 Research Manager 2Researcher 6 $45,900$87,200$128,500 Research Manager 1Researcher 5 $39,900$75,800$111,700 Civil Service N/AResearcher 4 $38,800$65,900$93,100 Researcher 3, SuprResearcher 3 $33,700$57,300$80,900 Non- exempt N/AResearcher 2 $32,100$49,800$70,300 Researcher 1 $30,400$43,290$61,200 Structure 2: Researchers

22. Human Resources Office of 21 Job Family Level P & A Exempt SVP/VP AVP NA Research Nurse Manager 2Research Nurse Provider 2 NAResearch Nurse Provider 1 Civil Service NAResearch Nurse 4 NAResearch Nurse 3 Non- exempt NAResearch Nurse 2 NA Structure 3: Research Nursing

23. Human Resources Office of 22 Job Family LevelMinMidMax P & A Exempt SVP/VP AVP NA Res Nurse Manager 2Res Nurse Provider 2 $83,700$113,000$142,300 NARes Nurse Provider 1 $72,800$98,300$123,800 Civil Service NAResearch Nurse 4 $66,000$89,100$112,200 NAResearch Nurse 3 $59,200$79,900$100,600 Non- exempt NAResearch Nurse 2 $51,400$69,400$87,400 NA Structure 3 Research Nursing

24. Human Resources Office of 23 Implementation Key Dates and Events June 19, 20, 22* Employees receive individual results letters Start of appeal period 6/22 Round 2 begins (positions not yet reviewed) June 23, 24 Information sessions for employees July 13 Employee deadline for appeals Round 2 deadline for position descriptions August 10 Notification of appeal and round 2 results

25. Human Resources Office of 24 Implementation Key Dates and Events Sept 7 Effective date of new job family structure All study results will be held until the effective date, including movement to other employee groups and job families. Salary increases (if applicable) will be effective on that day, back pay not awarded.

26. Human Resources Office of 25 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 July 13 4.Appeal panel of subject matter experts reviews 5.Appeal results communicated on/before August 17 Appeal process information found at z.umn.edu/jobfamilies

27. Human Resources Office of 26 Employee Salary Impact 2061 positions were reviewed Excluding resigned or positions moved to other job families to be studied 222 employees are outside of the new range For those below range minimum: Salary most often brought to the range minimum on the effective date. Grant funded positions may be brought up incrementally. 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.

28. Human Resources Office of 27 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: http://www1.umn.edu/ohr/toolkit/compensation/ paypolicy/flsa/index.html#generalflsainfo http://www1.umn.edu/ohr/toolkit/compensation/ paypolicy/flsa/index.html#generalflsainfo Fair Labor Standards Act (FLSA) Exemption Status

29. Human Resources Office of 28 Positions that Change Employee Group All non-exempt positions are civil service. 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 are available to assist these employees in reviewing their options. Handout information describing benefit differences is available today and on the web site.*

30. Human Resources Office of 29 Employee Group Info Sheet on the Website

31. Human Resources Office of 30 Job Family Study Results Total number of positions reviewed: 2071 60 moved to Animal Care (vet diagnostic); not reported here 11 moved various job families; not reported here Distribution by type of moves Civil Service to Civil Service: 779 Civil Service to P&A: 231 P&A to Civil Service: 79 P&A to P&A: 921 Civil Service to Labor Represented: 0 P&A to Labor Represented: 0

32. Human Resources Office of 31 Job Family Study Results (cont’d) Impact on Salary No impact: 1788 Below the range minimum: 208 Above the range maximum: 14

33. Human Resources Office of 32 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)

34. Human Resources Office of 33 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

35. Human Resources Office of 34 Thank you! Questions?