1. Animal Care Job Family Study New Structure and Implementation Employee Information Session May 6, 2015

2. Human Resources Office of 1 Agenda Project Overview and Objectives Animal Care Job Family Definition 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. 2

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; 15 are complete Working in partnership with Sibson Consulting Collaborative approach focused on communication and consensus-building Anticipated completion June/July 2015

5. Human Resources Office of 4 Animal Care Job Family Definition The Animal Care job family deals with direct animal care for physical health, as well as the management, operation, and maintenance of animal facilities to maintain the well-being of animals. Advanced degrees in animal and health care fields are required, to include but not limited to Veterinary Medicine and Pharmacy. Additional required credentials for many animal care positions include professional registration, certification, and state licensure. Animal Health: Provides the delivery of animal care by determining the correct diagnosis and providing the necessary treatment. Animal Care employees may conduct research for publication and also participate in program development and administration.

6. Human Resources Office of 5 Project Stakeholders Advisory TeamFocus GroupsSteering TeamIndividual 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

7. Human Resources Office of 6 Job Family Collaboration Advisory Team David Lee Pat Berzins Debra Vogt Kim Little Laura Larson Jeanette Steeves Cynthia Gillett Christine Sivula

8. Human Resources Office of 7 Job Family Collaboration Focus Group Members Kim Horne Denise Obitz Cooney Rod DeVriendt Sheryl Ferguson Jeanette Steeves Angela Craig Sara Hashway

9. Human Resources Office of 8 Colleges and Administrative Units Represented College of Veterinary Medicine – Veterinary Medical Center – Raptor Center – Veterinary Population Medicine Academic Health Center – Research Animal Resources

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 – outside study AVP – outside study Director 2 Director 1 Manager 3Individual Contributor 3 Manager 2Individual Contributor 2 Manager 1Individual Contributor 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  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

14. 13 Animal Care Structure: Before 16 managerial/supervisory, 5 individual contributor classes 14

15. Human Resources Office of 14 Animal Care EE Group FLSA Job Family Level P & A Exempt SVP / VP - Outside Structure AVP Animal Care Director 2 Animal Care Director 1 Animal Care Manager 3Animal Care Provider 3 Animal Care Manager 2Animal Care Provider 2 Animal Care Manager 1Animal Care Provider 1 Civil Service Animal Care Professional 4, SuprAnimal Care Professional 4 Animal Care Professional 3, SuprAnimal Care Professional 3 Non- exempt Animal Care Professional 2, SuprAnimal Care Professional 2 Animal Care Professional 1

16. Human Resources Office of 15 Animal Care Job Family LevelMinMidMax P & A Exempt SVP / VP - Outside Structure AVP Animal Care Director 2 $112,100$151,300$190,600 Animal Care Director 1 $93,400$126,100$158,800 Animal Care Mgr 3Animal Care Provider 3 $77,900$105,100$132,400 Animal Care Mgr 2Animal Care Provider 2 $64,900$87,600$110,300 Animal Care Mgr 1Animal Care Provider 1 $54,100$73,000$92,000 Civil Service Animal Care Professional 4, Supr. Animal Care Professional 4 $45,000$60,800$76,500 Animal Care Professional 3, Supr. Animal Care Professional 3 $39,200$52,900$66,600 Non- exempt Animal Care Professional 2, Supr. Animal Care Professional 2 $34,100$46,000$58,000 Animal Care Professional 1 $30,600$41,300$52,000

17. Human Resources Office of 16 Implementation Key Dates and Events May 5 – Employees receive individual results letters – Start of appeal period – Round 2 begins May 6 – Employee Information session May 26 – Employee deadline for appeals – Designate employee group choice, if applicable (1 employee) – Round 2 deadline for position descriptions June 1 – Effective date June 9 – Appeal and round 2 results; retroactive to June 1

18. Human Resources Office of 17 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 May 26 4.Appeal panel of subject matter experts reviews 5.Appeal results communicated on/before June 9 Appeal process information found at z.umn.edu/jobfamilies

19. Human Resources Office of 18 Employee Salary Impact 39 positions were reviewed – Excluding resigned or positions moved to other job families to be studied 1 employee is 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.

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 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

21. Human Resources Office of 20 Positions Changing Employee Group 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 employees in reviewing their options. Handout information describing benefit differences is available today and on the web site.*

22. Human Resources Office of 21 Job Family Study Results Total number of positions reviewed: 39 Distribution by employee group Civil Service: 27 P&A: 12 Distribution by type of moves Civil Service to Civil Service: 27 Civil Service to P&A: 1 P&A to Civil Service: 0 P&A to P&A: 11

23. Human Resources Office of 22 Job Family Study Results cont’d Impact on Salary – No impact: 38 – Below the range minimum: 0 – Above the range maximum: 1 Some positions moved to other job families – ex. pharmacists, medical technologists

24. Human Resources Office of 23 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)

25. Human Resources Office of 24 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

26. Human Resources Office of 25 Thank you! Questions?