1. classification and compensation Analysis Pilot Project MU Staff Job Title and Salary Study Implementation Update

2. Goal Review To offer a competitive and internally equitable total compensation package To maintain a compensation system to recruit and retain high-quality talent 2

3. 3 Who Is Affected? All staff titles except those in the Service and Maintenance job family have been reviewed More than 5,700 MU and UM System employees 1,400 job titles within 45 divisions/colleges

4. 4 Who Is Affected (cont.)? Further consolidation of the Office Administration & Support and Student Support Services occurred Information Technology was completed February 2014 New title and pay range information can found on the HRS webpage

5. All existing titles mapped to Global titles Working titles – to clearly define job duties All existing working titles will remain in PeopleSoft Can use “old” title for working title HRS will audit working titles Can NOT use titles that suggest promotion Can NOT use to change or elevate job duties 5 Working Titles

6. Salary Ranges 6 Global Grade MinimumMidpointMaximum Range Spread 1$15,700$18,500$21,20035 % 2$16,800$20,700$24,40045 % 3$18,500$23,200$27,80050 % 4$21,300$26,600$32,00050 % 5$23,500$30,600$37,60060 % 6$27,000$35,200$43,30060 % 7$31,100$40,500$49,70060 % 8$34,400$46,500$58,60070 % 9$39,600$53,500$67,40070 % 10$45,600$61,500$77,50070 % 11$52,400$70,700$89,10070 % 12$60,600$84,900$109,10080 % 13$70,200$101,800$133,40090 % 14$81,400$122,200$162,900100 % 15$97,800$146,600$195,500100 % 16$108,300$176,000$243,600125 %  Job evaluation determines the internal relationships between jobs by assigning titles to pay grades.  Pay range midpoints approximate the market for building the structure.

7. Employees paid below the new minimums will receive a pay increase effective April 2014 GO/Fund 0000 costs will be picked up by the campus Employees paid at or above the new maximums will be eligible for lump sum merit increases No PAF processing is necessary 7 Pay Adjustments

8. Titles evaluated using same criteria Titles on the same salary plan/GGS Generic title consolidation – from 1400 to over 650 All staff paid within new ranges Better reporting as a result of the study Pay consistently across UM System 8 Accomplishments

9. Significant change in the duties and responsibilities of the position relative to the factors used in GGS for job evaluation Manager must determine if a review is warranted Appeal review will begin June 1 st 2014 9 Appeal Process

10. A review of the Global Grading System is not warranted if solely based on: salary range associated with the global grade where a salary falls within the given range the list of duties associated with the title a review of an individual’s performance an interim/temporary or future job assignment increase in the volume of an individual’s workload the use of working titles 10 Appeal Process (cont.)

11. 11 Implementation Timeline General Communication to all employees the week of March 17 Letters to individual employees with details of their new title and salary range the week of April 4 Implementation of global titles and salary ranges for all job families will be effective April 13 Information sessions will be conducted at Jesse Wrench Auditorium on: April 14, 2pm April 15, 3pm April 18, 2pm

12. Key Points to Remember 12 Employees will not lose pay Job duties will not change Organizational structure will not change No elimination of positions or layoffs Employee performance will not be evaluated Titles were evaluated Title assignment conducted Salary ranges developed

13. 13 You are welcome to visit our project web site at any time for information and updates about the project :

14. If you have specific questions, please click the e-mail link at the bottom of our web page to reach our project team. 14

15. Human Resource Services University of Missouri 1095 Virginia Avenue Columbia, MO 65211 Phone: 573-882-4256 Web: hrs.missouri.edu