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

2. Human Resources Office of 1 Agenda Project Overview and Purpose Education Job Family Definition Project Process Classification and Salary Structures Project Implementation Salary and Benefit Impact Summary Results Q&A

3. Human Resources Office of 2 About the Project 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; 11 are complete Working in partnership with Sibson Consulting Collaborative approach focused on communication and consensus-building Anticipated completion in Spring 2015

4. Human Resources Office of 3 Project Purpose 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

5. Human Resources Office of 4 Education Job Family Definition Positions in the education job family plan, develop, deliver, measure, evaluate, and administer educational programs and services in the community and on campus. Typical responsibilities include: Education Programs –develop and deliver educational programs to internal and external audiences. Have content expertise for the area of the educational program. This includes community, continuing, and professional education. Extension education – responsible for providing outreach education to the general public throughout the state. Educational programs are developed with associated University of Minnesota collegiate partner faculty in associated academic disciplines and with community stakeholders. Instruction – teach credit and non-credit courses, provide support and instruction to lab learning environments, develop and deliver curriculum, and plan and develop course materials, use and/or creation of scholarly and scientific research. Instructional consultation and support – provide teaching consultation and mentorship to faculty, instructional staff, and graduate students across the system; design, deliver, measure, and evaluate courses and workshops. Pre K-12 and early childhood education – plan and deliver early childhood education, responsible for child care center operations, oversee and ensure compliance with licensing requirements, provide care and activities to children, and mentor and supervise University students and staff.

6. Human Resources Office of 5 Education Job Family Collaboration Advisory Team Suzanne Bardouche, Office of Undergraduate Education Mark Decker, College of Biological Sciences Carol Klee, College of Liberal Arts Leslee Mason, Extension Jane Miller, Academic Health Center Dan Sonneson, College of Liberal Arts Bob Stine, College of Continuing Education Carol Sundberg, Academic Health Center

7. Human Resources Office of 6 Patricia Olson Rita Houle Michelle Koker Anne Ehrenberg Tammy Bremseth Anastasia Faunce Heidi Barajas David Werner Lori Loberg Nancy Hegland Brenda Shafer Jane Phillips Ginny Jacobs Bob Glunz Nidhi Chadda Bryan Mosher Mike Anderson David Langley Christiane Reilly Jamey Hansen Chris Ament David Ernst Focus Group Members

8. Human Resources Office of 7 Subject matter experts and HR professionals in the system campuses and the TC colleges Office of Undergraduate Education Office of the Provost Office of the Vice Provost for Faculty Affairs Office of Institutional Research and Reporting Consultation with

9. Human Resources Office of 8 Job Family Study Process Review position descriptions Develop salary ranges Implementation Gather input via SME focus groups and interviews Map positions to classification structure Draft classification structure Ongoing communication and approvals, as needed

10. Human Resources Office of 9  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 Reviewed

11. Human Resources Office of 10 Salary Structure Design Evaluated job descriptions Reviewed external salary information: – Survey reports from industry leaders (CUPA, PRM Consulting, Kenexa CompAnalyst, Grant Thorton) – Salary practices at other higher education institutions (e.g., Big 10) Gained input from Advisory Team and Focus Group members With limited published survey salary information and inconsistent pay practices by institution, the salary structure design focused on a blend of both internal and external information.

12. Human Resources Office of 11 University Structure University Level SVP / VP (not part of study) AVP (not part of study) 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 Education - Before 7

14. Human Resources Office of 13 A closer look

15. Human Resources Office of 14 Education Programs Pre K-12 Education Extension Teaching Specialists and Lecturers Education Groupings

16. Human Resources Office of 15 Education Programs Classification Structure Job Family Level P&A Exempt SVP / VP (outside of study) AVP (outside of study) N/A Education Program Director 1 Education Program Manager 4Education Program Specialist 4 Education Program Manager 3Education Program Specialist 3 Education Program Manager 2Education Program Specialist 2 N/AEducation Program Specialist 1 Civil Service N/A Non- Exempt Education Program Associate 2 N/A

17. Human Resources Office of 16 Education Program Salary Structure Job Family LevelMinimumMidpointMaximum SVP / VP - Outside Structure AVP – Outside Structure N/A Education Director 1 $78,800$106,400$134,000 Education Program Managers 2-4 /Specialists 1-4 $48,300$82,100$115,900 $40,900$69,600$98,200 $35,418$59,000$83,300 $35,418$50,000$70,600 N/A Education Program Associate 2 $34,074$46,000$58,000 N/A

18. Human Resources Office of 17 Pre K-12 Education Classification and Salary Structure Job Family LevelMinimumMidpointMaximum P&A Exempt SVP / VP - Outside Structure AVP – Outside Structure N/A Pre K-12 Manager 3N/A $54,700$73,900$93,000 Pre K-12 Manager 2Pre K-12 Specialist, Sr. $47,600$64,300$80,900 N/APre K-12 Specialist $41,400$55,900$70,400 Civil Service N/A Head Child Dev. Teacher, Supr N/A $36,700$50,100$63,500 Non- Exempt N/A

19. Human Resources Office of 18 Extension Classification and Salary Structure ofJob Family Level MinimumMidpointMaximum P&A Exempt SVP / VP - Outside Structure AVP – Outside Structure N/A Ext. Educators and Profs $48,300$82,100$115,900 Assoc. Ext. Educators and Profs $40,900$69,600$98,200 Asst. Extension Educators and Profs $35,418$59,000$83,300 N/A Civil Service Ext. Program Associate 3 and Supr $39,200$52,900$66,600 Non- Exempt Ext. Program Associate 2 $34,074$46,000$58,000 N/A

20. Human Resources Office of 19 Job Family LevelMinimum Senior Lecturer $35,418 Lecturer $35,418 Job Family LevelMinimum Senior Teaching Specialist$27,302 Teaching Specialist$27,302 Teaching Specialists and Lecturers

21. Human Resources Office of 20 Implementation Key Dates and Events October 9 – Employees receive individual results letters – Start of appeal period October 15 & 16 - Information sessions for employees October 30 – Employee deadline for appeals – Employee deadline to determine employee group preference, if applicable November 20 – Notification of appeal results Effective date of new job family structure October 20

22. Human Resources Office of 21 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 October 30 4.Appeal panel of subject matter experts reviews 5.Appeal results communicated on/before November 20 Appeal process information found at z.umn.edu/jobfamilies

23. Human Resources Office of 22 Employee Salary Impact 1083 positions reviewed – 451 teaching specialists and lecturers – 632 all other 71 employees are outside of the new range – For those below range minimum: Salary brought to the range minimum on the effective date – 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. Exception process

24. Human Resources Office of 23 952 positions remained in their current employee group 10 positions moved from P&A to Civil Service 3 positions moved from Civil Service to P&A 130 positions moved to another job family 46 resigned Employee Group Impact

25. Human Resources Office of 24 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. 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

26. Human Resources Office of 25 Education Job Family Study Results Distribution by employee group (excluding employees moving to other job families or resigned) Civil Service: 199 P&A: 766 Labor Represented: 0 Distribution by type of moves Civil Service to Civil Service: 189 Civil Service to P&A: 3 P&A to Civil Service: 10 P&A to P&A: 763 Civil Service to Labor Represented: 0

27. Human Resources Office of 26 Education Job Family Study Results continued Impact on Salary – No impact: 894 – Below the range minimum: 48 – Above the range maximum: 23

28. Human Resources Office of 27 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)

29. Human Resources Office of 28 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

30. Human Resources Office of 29 Thank you! Questions?