Job Family Projects. Project Update for HR Professionals. October, 2008

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Job Family Projects. Project Update for HR Professionals. October, 2008"

Transcription

1 Job Family Projects Project Update for HR Professionals October, 2008

2 Classification & Compensation Study Recommendations Improve classification structures functional job families with updated classifications career progression, entry level civil service to top level P&A Salary parameters for P&A positions Utilize internal & external market data Improved Job Evaluation Tool Consistency & Transparency 2

3 Classification & Compensation Study Recommendations--Implementation Purchasing market pricing system Implementing study recommendations within financial job family study Pilot Projects HR & Grants Mgmt Review of Job Evaluation Tools Continue to develop communication materials to University system 3

4 Design Principles from study utilized in Financial Job Family Study Comprehensive Career Progression P&A Classifications specific to Finance Job Family with Pay Ranges Utilize market data in the process Separate managerial series 4

5 Financial Job Family Study Status Consultant developed classification structure & classification specifications Classification structure mapped to external market PDQ Addenda received, finalizing review and mapping of employees P&A Job Descriptions received, some outstanding 5

6 Proposed Individual Contributor Track Civil Service Accountant I related degree + 9 mos. professional experience or equivalent education & Civil Service Accountant II related degree + 3 years professional experience or equivalent education & P&A Financial Analyst related degree + 5 years professional 6

7 Proposed Supervisory Progression Civil Service Accountant I, Supervisory related degree + 9 mos. professional experience or equivalent education & Civil Service Accountant II, Supervisory related degree + 3 years professional experience or equivalent education & P&A Financial Analyst related degree + 5 years professional 7

8 Proposed Managerial Track Civil Service Finance Manager related + 3 years professional experience or equivalent) P&A Senior Finance Manager related + 6 years professional experience, 3 years supervisory P&A Finance Director (BA/BS Finance, related + 7 years professional experience & significant managerial Civil Service Accounts Supervisor (Associate s Degree + 5 years accounts experience or equivalent) 8

9 Implementation Plan Impact for Civil Service Civil Service employees receive communication regarding new classifications in November Changes implemented on November 24, most effective July 7, Civil service employees mapped to P&A employees have the option to remain in civil service with equivalent salary range Employees over maximum of pay range in Civil Service will retain current salary 9

10 Implementation Plan Impact P&A P&A employees receive communication regarding new classifications in December Changes implemented late January, Salary ranges for P&A positions will have soft maximums P&A employees mapped to Civil Service employees have the option to remain in current employee group 10

11 Implementation Plan Employees moving to BU All employees will move to the appropriate executive level of the clerical union. Departments will have opportunity to choose the appropriate step for the employee. Working with the union to allow employees whose current salary is over the top step to maintain current pay Changes effective November 24,

12 Key Dates October 29 HR and Finance Directors review detailed classification structure and communication plan November 5 HR Directors receive mapping of civil service finance employees to new structure November 10 & 11 Training provided to finance supervisors to deliver message to employees December 3 HR Directors receive mapping of P&A finance employees to new structure 12

13 Questions Thanks for all your input and support!! 13

UC Career Tracks Frequently Asked Questions (FAQs) General

UC Career Tracks Frequently Asked Questions (FAQs) General UC Career Tracks Frequently Asked Questions (FAQs) General Career Tracks Project 1. What is Career Tracks? Career Tracks is a new job classification structure that aligns jobs at the University to their

More information

Career Tracks Project

Career Tracks Project Career Tracks Project What is Career Tracks? Career Tracks is a new job classification structure that aligns jobs at the University into job families that more accurately reflect job duties, and supports

More information

Wildlife Information and Education Specialist Trainee

Wildlife Information and Education Specialist Trainee Wildlife Information and Education Specialist Trainee The North Carolina Wildlife Resources Commission has employees located across the state. Some of the locations are in sparsely populated areas where

More information

Item 4. Compensation and Benefits Study

Item 4. Compensation and Benefits Study Item 4 Compensation and Benefits Study 258 First 5 LA Classification and Compensation Review APRIL 21, 2014 259 01 Introduction 260 2 Introduction First 5 LA asked Hay Group to review the organization

More information

Staff Classification and

Staff Classification and December 8-9, 2009 Staff Classification and Compensation Study Development of the New Plan Presentation to Staff Scott Cook Principal www.mercer.com A Collaborative Effort MERCER INDIANA STATE UNIERSITY

More information

39. MINISTRY OF CIVIL SERVICE AND ADMINISTRATIVE REFORMS

39. MINISTRY OF CIVIL SERVICE AND ADMINISTRATIVE REFORMS 39. MINISTRY OF CIVIL SERVICE AND ADMINISTRATIVE REFORMS HUMAN RESOURCE MANAGEMENT CADRE Pages 590 and 591 Human Resource Officer Senior Human Resource Officer To delete paragraphs 39.11 to 39.15 and whole

More information

Introduction Job descriptions Job evaluation process Fair Labor Standards Act (FLSA) Internal equity considerations Additional pay process

Introduction Job descriptions Job evaluation process Fair Labor Standards Act (FLSA) Internal equity considerations Additional pay process HR Compensation Briefing October 22, 2009 Agenda Introduction Job descriptions Job evaluation process Fair Labor Standards Act (FLSA) Internal equity considerations Additional pay process 2 1 Compensation

More information

Chad Poppell, HR Analyst Principal, City of Jacksonville Dina M. Coppola, HR Analyst, City of Jacksonville Edward Hane, Ph.D, Personnel Consulting

Chad Poppell, HR Analyst Principal, City of Jacksonville Dina M. Coppola, HR Analyst, City of Jacksonville Edward Hane, Ph.D, Personnel Consulting Chad Poppell, HR Analyst Principal, City of Jacksonville Dina M. Coppola, HR Analyst, City of Jacksonville Edward Hane, Ph.D, Personnel Consulting Services IPMAAC, June 26, 2006 Organization with approximately

More information

Branch Human Resources

Branch Human Resources Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers

More information

DISTINGUISHING CHARACTERISTICS:

DISTINGUISHING CHARACTERISTICS: OCCUPATIONAL GROUP: Human Resources CLASS FAMILY: Central Human Resources CLASS FAMILY DESCRIPTION: This family of positions include those positions which are located in the Division of Personnel. They

More information

Monterey County DEPARTMENTAL HUMAN RESOURCES MANAGER

Monterey County DEPARTMENTAL HUMAN RESOURCES MANAGER Monterey County 14B66 DEPARTMENTAL HUMAN RESOURCES MANAGER DEFINITION Under direction, manages and directs a variety of Human Resources functions and programs for large departments including the Health

More information

DEPARTMENT OF EDUCATION STATE OF HAWAII

DEPARTMENT OF EDUCATION STATE OF HAWAII Class code: 56716 DEPARTMENT OF EDUCATION STATE OF HAWAII PERSONNEL SPECIALIST II, E0-07 DUTIES SUMMARY: Has immediate responsibility for providing the full range of technical services on a statewide level

More information

CLASSIFICATION AND SALARY RANGES RIGHT-OF-WAY PERSONNEL

CLASSIFICATION AND SALARY RANGES RIGHT-OF-WAY PERSONNEL CLASSIFICATION AND SALARY RANGES RIGHT-OF-WAY PERSONNEL THE WEST VIRGINIA DEPARTMENT OF TRANSPORTATION REQUESTED A POLL OF THE OTHER STATES REGARDING CLASSIFICATION AND SALARY RANGES FOR RIGHT-OF-WAY PERSONNEL

More information

HUMAN RESOURCES. Administration I I I I I. Dive~ily. Training. See R1sk Managemenl section for budget del311s

HUMAN RESOURCES. Administration I I I I I. Dive~ily. Training. See R1sk Managemenl section for budget del311s Human Resources HUMAN RESOURCES I Administration I I I I I I Dive~ily Training '" Lab-or and Employment Relations Organization E fleclive ness Program See R1sk Managemenl section for budget del311s Mission

More information

ANNUAL SALARY INCREASE GUIDELINES Fiscal Year

ANNUAL SALARY INCREASE GUIDELINES Fiscal Year ANNUAL SALARY INCREASE GUIDELINES Fiscal Year 2011 2012 1. COMPENSATION PROGRAM PHILOSOPHY The philosophy of Caltech s compensation program is to: Attract, motivate and retain the best and brightest employees

More information

Career Tracks Project

Career Tracks Project Career Tracks Project 1. What is Career Tracks? Career Tracks is a systemwide job classification structure. Job titles are organized into occupation-specific groupings called families (i.e., Information

More information

Reclassifying Merit Employees

Reclassifying Merit Employees Reclassifying Merit Employees Trevor Glanz, Job Analyst Classification & Compensation 121-11 USB trevor-glanz@uiowa.edu Reclassifying i Merit Employees When to reclassify What forms are needed How requests

More information

Salary Administration

Salary Administration Salary Administration Represented Employees The District s current three-year labor contract expires June 15, 2015. All employees falling under the collective bargaining agreement between IAFF Local 1660

More information

Department of Human Resources Strategic Plan

Department of Human Resources Strategic Plan Department of Human Resources Strategic Plan Planning Period: 2011-2015 State of Vermont Department Strategic Plan Page 1 Table of Contents Message from the Commissioner... 3 Department Overview... 3 Department

More information

Guidelines for Submitting Job Reviews AUPE and MaPS

Guidelines for Submitting Job Reviews AUPE and MaPS Guidelines for Submitting Job Reviews AUPE and MaPS Total Rewards April 2015 2 TABLE OF CONTENTS Human Resources Website I. Introduction... 3 II. Purpose of a Job Review... 3 III. Job Review Process...

More information

Qualification of Staff

Qualification of Staff Mayor s Blue Ribbon Taskforce for the Miami-Dade Public Library System Qualification of Staff This section presents staffing levels, minimum qualification of levels, nature of work, salary range, table

More information

Overview of Korean Labour Market

Overview of Korean Labour Market Overview of Korean Labour Market Presentation to IE Singapore iadvisory Korea Seminar Hyuna Choi SEA Reward Consulting Leader hyuna.choi@ 25 July 2013 2013 Towers Watson. All rights reserved. Who We Are:

More information

160 AGENCY REVIEW MEMORANDUM Date:

160 AGENCY REVIEW MEMORANDUM Date: Memo Revised 08/2004 Rev. 09/02 STATE OF LOUISIANA DEPARTMENT OF STATE CIVIL SERVICE Post Office Box 94111 Baton Rouge, Louisiana 70804-9111 www.civilservice.louisiana.gov 160 AGENCY REVIEW MEMORANDUM

More information

LABOR RELATIONS SERIES

LABOR RELATIONS SERIES LABOR RELATIONS SERIES Occ. Work Prob. Effective Last Code No. Class Title Area Area Period Date Action 4690 Labor Relations Specialist 03 630 6 mo. 11/15/06 Rev. 4691 Senior Labor Relations Specialist

More information

Working at UIC 101. Civil Service Application, Testing and Hiring Process

Working at UIC 101. Civil Service Application, Testing and Hiring Process Civil Service Application, Testing and Hiring Process CIVIL SERVICE APPLICATION PROCESS NEW APPLICANTS Complete an on-line application Complete and submit an Exam Request Exam Requests are distributed

More information

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of

More information

Mark Ruder, CSP, MBA Sandra Sanchez

Mark Ruder, CSP, MBA Sandra Sanchez Safety Certification and Development 2016 Bakersfield Chapter of ASSE Safety Symposium March 30, 2016 Mark Ruder, CSP, MBA Sandra Sanchez Safety Certification and Development Introductions: Name Title

More information

TITLE, POSITION AND SALARY CONTROL FOR PROFESSIONAL AND ADMINISTRATIVE PERSONNEL PS-20

TITLE, POSITION AND SALARY CONTROL FOR PROFESSIONAL AND ADMINISTRATIVE PERSONNEL PS-20 TITLE, POSITION AND SALARY CONTROL FOR PROFESSIONAL AND ADMINISTRATIVE PERSONNEL PS-20 PURPOSE To describe the pay plan used by the LSU & A&M College campus for its administrative and professional employees

More information

Municipal Information Systems

Municipal Information Systems Municipal Information Systems Succession Plan FY2012-2013 MIS Succession Plan The Municipal Information Systems staff is composed of four (4) general types of employees: Clerical 3 Customer Service representatives

More information

What is the Career + Compensation Program?

What is the Career + Compensation Program? The Career and Compensation Program (CCP) is a new pay and career framework designed to enhance the University's Canes What is the Career + Compensation Program? Total Rewards package by providing the

More information

Job levelling solutions

Job levelling solutions Towers Watson Job levelling solutions Global Grading System and Career Map Towers Watson s systematic approach to job levelling helps organisations manage the opportunities and challenges of rewards and

More information

Fox Lawson & Associates / Madison College Recorded on 5/1/2014

Fox Lawson & Associates / Madison College Recorded on 5/1/2014 Madison Area Technical College Classification & Compensation Study MAY 1, 2014 Agenda Discuss steps of the study Completing the Position Description Questionnaire (PDQ) Answer questions about the process

More information

MINIMUM QUALIFICATIONS GUIDELINES For Information Technology SPECIALIST Classifications

MINIMUM QUALIFICATIONS GUIDELINES For Information Technology SPECIALIST Classifications MINIMUM QUALIFICATIONS GUIDELINES For Information Technology SPECIALIST Classifications The minimum qualification requirements listed below are intended to provide supervisors with general guidance regarding

More information

2011 Compensation & Benefit Surveys Catalog

2011 Compensation & Benefit Surveys Catalog 2011 Compensation & Benefit Surveys Catalog Employers Group, Research Services www.employersgroup.com 2011 Research Services Survey Schedule This schedule can be used throughout the year for all our surveys;

More information

DMA POLICY: 3-05-01-2013 NAME: PAY PLAN POLICY

DMA POLICY: 3-05-01-2013 NAME: PAY PLAN POLICY DMA POLICY: 3-05-01-2013 NAME: PAY PLAN POLICY EFFECTIVE DATE: September 1.2013 I. PURPOSE The purpose of this document is to summarize the Department program for implementing compensation under the broadband

More information

Classification and Compensation Study Questions and Answers Regarding Concerns with Specific Classes. Questions/Comments

Classification and Compensation Study Questions and Answers Regarding Concerns with Specific Classes. Questions/Comments Questions and Tax Permit Representative is combined with Account Clerk I/II and now Account Technician. Thursday, March 22, 2007 1:00 pm City Hall In the 1 st draft, Tax/Permit Representatives were placed

More information

Human Resources FY 2014-16 Performance Plan

Human Resources FY 2014-16 Performance Plan Contents I. Mission Statement... 1 II. Department Overview... 1 III. Program Description and Responsibilities... 2 Administration... 2 Organization Development and Training... 2 Staffing and Recruitment...

More information

OnePurdue HR Organizational Management. Overview of Organizational Management Objects in SAP

OnePurdue HR Organizational Management. Overview of Organizational Management Objects in SAP OnePurdue HR Organizational Management Overview of Organizational Management Objects in SAP Version 1 March 2, 2006 GENERAL INFORMATION... 3 ORGANIZATIONAL MANAGEMENT OBJECTS... 3 ORGANIZATIONAL UNITS

More information

Mission. - 139 - Human Resources

Mission. - 139 - Human Resources Human Resources Mission The mission of Human Resources is to serve our community by attracting and retaining a highly qualified workforce and creating a work environment for them that supports their commitment

More information

Compensation Basics For Managers and Supervisors

Compensation Basics For Managers and Supervisors Compensation Basics For Managers and Supervisors Truths About Compensation Truth #1: Compensation management is more of an art than a science. 2 Truths About Compensation Many elements influence pay decisions

More information

Best Practices for Personnel Activity Reports

Best Practices for Personnel Activity Reports Best Practices for Personnel Activity Reports Trainer: Janet S. Johnson, CPA, CMA, Senior Manager 1 Agenda 1. Red flags are you in compliance? 2. Federal Regulations 3. Personnel Activity Reports and Cost

More information

State of Colorado SUCCESSION PLANNING. Introduction

State of Colorado SUCCESSION PLANNING. Introduction State of Colorado SUCCESSION PLANNING 1 Introduction Overview of the State s Classified workforce Issues Driving the Succession Planning Efforts Previous efforts and challenges Current efforts and challenges

More information

Department of Human Resources. 2016 Budget Presentation

Department of Human Resources. 2016 Budget Presentation Department of Human Resources 2016 Budget Presentation Human Resources Department Proposed Operating Budget Line Item Supplement Page 40 Proposed Operating Budget Page 73 Who We Serve: 16 City Offices

More information

Professional Position Description Section I Position Information Position Title

Professional Position Description Section I Position Information Position Title Professional Position Description Section I Position Information Update Only Classification Review Position Title Coordinator, Payroll Position # 999706 Department Human Resources Classification Level

More information

DEPARTMENT OF WORKFORCE INVESTMENT Office of Career and Technical Education

DEPARTMENT OF WORKFORCE INVESTMENT Office of Career and Technical Education DEPARTMENT OF WORKFORCE INVESTMENT Office of Career and Technical Education MINIMUM SALARY SCHEDULE FOR CERTIFIED AND EQUIVALENT STAFF For Instructors Requiring Minimum of a Baccalaureate Degree and for

More information

The Staff Compensation Program

The Staff Compensation Program The Staff Compensation Program The JHU compensation program is designed to be flexible, responsive, and supportive for managers and employees throughout the university. The program offers managers authority

More information

Yale University Performance Management Guide

Yale University Performance Management Guide Yale University Performance Management Guide Table of Contents Section Page Philosophy and Intent 3 FOCUS Annual Performance Management Cycle 4 Expectations 5 Starting With the End in Mind 5 Important

More information

WORKERS' COMPENSATION ADMINISTRATOR, 1766 Page 1 Form PDES 8 CLASS SPECIFICATION 05-16-97 WORKERS' COMPENSATION ADMINISTRATOR, 1766

WORKERS' COMPENSATION ADMINISTRATOR, 1766 Page 1 Form PDES 8 CLASS SPECIFICATION 05-16-97 WORKERS' COMPENSATION ADMINISTRATOR, 1766 WORKERS' COMPENSATION ADMINISTRATOR, 1766 Page 1 Form PDES 8 THE CITY OF LOS ANGELES CIVIL SERVICE COMMISSION CLASS SPECIFICATION 05-16-97 WORKERS' COMPENSATION ADMINISTRATOR, 1766 Summary of Duties: A

More information

PERSONNEL POLICY BULLETIN: 02-09 DATE: November 24, 2009

PERSONNEL POLICY BULLETIN: 02-09 DATE: November 24, 2009 PERSONNEL POLICY BULLETIN: 02-09 DATE: November 24, 2009 REGULATION REFERENCE: 9.9 and 2.3.3 INDEX REFERENCE: Managerial Pay Plan Update Approved: Raj Singh, Senior University Director, HR Operations and

More information

Trends in Government Workforce Management

Trends in Government Workforce Management NASACT Conference August, 2014 Trends in Government Workforce Management Sherry Amos Managing Director, Industry Strategy Education and Government Workday Alliance To Transform Government Summit Report

More information

Performance Appraisal

Performance Appraisal Performance Appraisal Articles 9, 10, 16, 23, 27 and 40 Agenda Objectives Discussion Topics Article 9, Classification Article 10, Competence Article 16, Employee Awards and Recognition Article 23,

More information

3 FAM 2760 CAREER SENIOR EXECUTIVE SERVICE (SES) SABBATICAL PROGRAM

3 FAM 2760 CAREER SENIOR EXECUTIVE SERVICE (SES) SABBATICAL PROGRAM 3 FAM 2760 CAREER SENIOR EXECUTIVE SERVICE (SES) SABBATICAL PROGRAM (CT:PER-678; 06-22-2012) (Office of Origin: HR/CSHRM) 3 FAM 2761 GENERAL PROVISIONS 3 FAM 2761.1 Authority The authority for the career

More information

Business Human Resources Specialty

Business Human Resources Specialty 76 :: Instructional Programs Business Human Resources Specialty General Description: This specialty introduces students to both specialty and technical core courses that apply to the AAS degree in Human

More information

Dwaine B. Duckett. January 19,2011

Dwaine B. Duckett. January 19,2011 Biennial Accountability Sub-report on Staff Dwaine B. Duckett Vice President Human Resources January 19,2011 Today s Presentation Highlights from the Full Report Composition of Workforce and Demographic

More information

HUMAN RESOURCES MANAGER

HUMAN RESOURCES MANAGER JOB DESCRIPTION MICHIGAN CIVIL SERVICE COMMISSION JOB SPECIFICATION HUMAN RESOURCES MANAGER Employees in this job function, as professional human resource managers, direct the work of professional staff.

More information

KING COUNTY LIBRARY SYSTEM Job Description. Grade Number: 17, Non-represented. FLSA Status: Exempt

KING COUNTY LIBRARY SYSTEM Job Description. Grade Number: 17, Non-represented. FLSA Status: Exempt Title: Human Resources Analyst KING COUNTY LIBRARY SYSTEM Job Description Dept.: Human Resources Job Code Number: 10806 Reports to: Director of HR Effective Date: Grade Number: 17, Non-represented FLSA

More information

Organization and Operations. Metric Name Formula Description

Organization and Operations. Metric Name Formula Description Metric List Organization and Operations *Revenue Factor Revenue / Regular FTE Revenue per FTE. Workforce s Revenue Factor Revenue / Workforce On Payroll FTE Revenue per FTE (including all regular employees

More information

COUNTY OF COOK. Characteristics of the Position

COUNTY OF COOK. Characteristics of the Position COUNTY OF COOK Bureau of Human Resources 118 N. Clark Street, Room 840 Chicago IL 60602 Job Code: 0110 Job Title: Director of Financial Control I Salary Grade: 20 Bureau: Finance Department: Revenue Dept.

More information

City of Portland Job Code: 30001833. CLASS SPECIFICATION Senior Labor Relations Analyst

City of Portland Job Code: 30001833. CLASS SPECIFICATION Senior Labor Relations Analyst City of Portland Job Code: 30001833 CLASS SPECIFICATION Senior Labor Relations Analyst FLSA Status: Exempt Union Representation: Nonrepresented GENERAL PURPOSE Under general supervision, performs a variety

More information

Human Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness.

Human Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness. Human Resources Be a strategic leader and partner, promoting organizational and individual effectiveness. Administration Budget, Accounting and Purchasing HRIS and RMIS Payroll Audit 4.5 FTE Civil Service

More information

BACHELOR OF SCIENCE IN HUMAN RESOURCE DEVELOPMENT A GUIDE TO UNDERSTANDING THE REQUIREMENTS FOR YOUR DEGREE

BACHELOR OF SCIENCE IN HUMAN RESOURCE DEVELOPMENT A GUIDE TO UNDERSTANDING THE REQUIREMENTS FOR YOUR DEGREE BACHELOR OF SCIENCE IN HUMAN RESOURCE DEVELOPMENT A GUIDE TO UNDERSTANDING THE REQUIREMENTS FOR YOUR DEGREE Upon Graduation, you will have earned a Bachelor of Science with a major in Human Resource Development

More information

ACCOUNT CODE: 8000-000-6000 SUPERVISOR:

ACCOUNT CODE: 8000-000-6000 SUPERVISOR: Shoshone-Paiute Tribes, P.O. Box 219, Owyhee, Nevada 89832, PH: (208) 759-3100, Fax: (888) 476-7269 E-Mail Address: hr@shopai.org, Website: www.shopaitribes.org JOB ANNOUNCEMENT POSITION: Human Resources

More information

YOUTH RESIDENTIAL DIRECTOR

YOUTH RESIDENTIAL DIRECTOR MICHIGAN CIVIL SERVICE COMMISSION JOB SPECIFICATION YOUTH RESIDENTIAL DIRECTOR JOB DESCRIPTION Employees in this job are responsible for overseeing and directing the performance of a variety of professional

More information

Human Resource Management in Hospitals

Human Resource Management in Hospitals Hospital s for Accreditation for Afghanistan Section 5: Administration and Management Hospital s for Accreditation for Afghanistan: Assessment of Progress in Achieving the s Hospital Department or Area:

More information

- 143 - Human Resources

- 143 - Human Resources Mission The mission of is to serve our community by attracting and retaining a highly qualified workforce and creating a work environment for them that supports their commitment to public service, reflects

More information

Dr. Hart s Daily Employment Announcements

Dr. Hart s Daily Employment Announcements Rehabilitation Case Coordinator Coordination of client case records and documents in a field counseling office; performs routine clerical tasks in maintaining client case files, records and documentation

More information

Classification and Salary: Customer Service Specialist II

Classification and Salary: Customer Service Specialist II Office of the City Manager CONSENT CALENDAR May 12, 2015 To: From: Honorable Mayor and Members of the City Council Christine Daniel, City Manager Submitted by: David Abel, Acting Director of Human Resources

More information

ATLANTA PUBLIC SCHOOLS COMPENSATION GUIDELINES. Human Resources HR Services

ATLANTA PUBLIC SCHOOLS COMPENSATION GUIDELINES. Human Resources HR Services ATLANTA PUBLIC SCHOOLS COMPENSATION GUIDELINES Human Resources HR Services ATLANTA PUBLIC SCHOOLS COMPENSATION GUIDELINES Human Resources HR Services Compensation Philosophy The purpose of the Atlanta

More information

PeopleAdmin 7 User Training July - August 2013. Division of Human Resources. North Carolina Agricultural and Technical State University

PeopleAdmin 7 User Training July - August 2013. Division of Human Resources. North Carolina Agricultural and Technical State University PeopleAdmin 7 User Training July - August 2013 Division of Human Resources North Carolina Agricultural and Technical State University Agenda General System Overview» Workflow» Scope, Permissions, and User

More information

THE TEXAS A&M UNIVERSITY SYSTEM. System Offices. Pay Plan

THE TEXAS A&M UNIVERSITY SYSTEM. System Offices. Pay Plan THE TEXAS A&M UNIVERSITY SYSTEM System Offices Pay Plan Fiscal Year 2016 The Texas A&M University System Offices Pay Plan Table of Contents Chapter 1: Compensation Philosophy and Administration... 1 Chapter

More information

Brazil's Payroll Taxes. Presented by Antonio Ferreira DBS Partner

Brazil's Payroll Taxes. Presented by Antonio Ferreira DBS Partner Brazil's Payroll Taxes Date: June 2011 Presented by Antonio Ferreira DBS Partner About DBS Partner Agenda Company s CEO Antonio Ferreira (Presenter) Legal Concepts Basis of Calculation Employees Calculations

More information

Tod To ay a s Ag enda

Tod To ay a s Ag enda 1 Today s Agenda o Engagement workgroup recommendations o Training for people managers on performance management o Improve the performance management process o Staff recognition o What can managers and

More information

SUBJECT: Salary Ordinance Amendment to Add Positions for Custody Health Staffing

SUBJECT: Salary Ordinance Amendment to Add Positions for Custody Health Staffing 20 County of Santa Clara Santa Clara Valley Health & Hospital System 79246 A DATE: December 15, 2015 TO: FROM: Board of Supervisors Maryann Barry, Director, Custody Health Services SUBJECT: Salary Ordinance

More information

Introducing Market Pricing and Broad Bands

Introducing Market Pricing and Broad Bands Introducing Market Pricing and Broad Bands A New Compensation System for Boston College Administrative and Support Staff Presentation to Staff Fall 2008 Why A New System? The need for an updated salary

More information

Career Development for HRD Practitioners: Integration of Personal Development Plans w ith Workplace Skills Plans

Career Development for HRD Practitioners: Integration of Personal Development Plans w ith Workplace Skills Plans Career Development for HRD Practitioners: Integration of Personal Development Plans w ith Workplace Skills Plans Public Sector Trainers Forum Breakaway Session Leon Pretorius 29 Sep tember 2009 1 Overview

More information

CALIFORNIA DEPARTMENT OF HUMAN RESOURCES SECTION I

CALIFORNIA DEPARTMENT OF HUMAN RESOURCES SECTION I PAY LETTER: 14-17 ISSUE DATE: August 20, 2014 CALIFORNIA DEPARTMENT OF HUMAN RESOURCES SECTION I SUMMARY OF REVISIONS TO THE CALIFORNIA STATE CIVIL SERVICE PAY SCALES LOCATED ON CALIFORNIA DEPARTMENT OF

More information

DEQ Career Information Package

DEQ Career Information Package thank you for your interest DEQ Career Information Package Thank you for your interest in careers with the State of Louisiana and the DEPARTMENT OF QUALITY. Attached is pertinent information regarding

More information

Business and Technology Services Division Effective: February 1, 2013

Business and Technology Services Division Effective: February 1, 2013 Business and Technology Services Division Effective: February 1, 2013 Chancellor San Diego Community College District Executive Vice Chancellor Business and Technology Services Program Support Administrative

More information

CLASS TITLE: EQUAL EMPLOYMENT OPPORTUNITY SPECIALIST 1

CLASS TITLE: EQUAL EMPLOYMENT OPPORTUNITY SPECIALIST 1 OCCUPATIONAL GROUP: Human Resources CLASS FAMILY: Agency Human Resources CLASS FAMILY DESCRIPTION: These positions are located in State Agencies and provide leadership roles in the management and implementation

More information

STRATEGIC PLAN 2013 2018

STRATEGIC PLAN 2013 2018 STRATEGIC PLAN 2013 2018 September 2013 STATE PERSONNEL BOARD STRATEGIC PLAN 2013-2018 HIRING (SPB, CALHR, DEPTS) RESOLUTION/ DECISIONS (SPB) DEMYSTIFY PERFORMANCE MANAGEMENT Performance, Communication,

More information

Classification and Compensation Program Supervisory Training

Classification and Compensation Program Supervisory Training Classification and Compensation Program Supervisory Training March 2007 1 Introduction 2 Purpose of this Training To prepare you for one-on-one Classification and Compensation conversations with your employees

More information

CITY OF GLENDALE INTERDEPARTMENTAL COMMUNICATION

CITY OF GLENDALE INTERDEPARTMENTAL COMMUNICATION CITY OF GLENDALE INTERDEPARTMENTAL COMMUNICATION DATE: January 14, 2015 TO: FROM: BY: SUBJECT: Members of the Civil Service Commission Matt Doyle, Director of Aymee Martin, Administrator Class Specifications

More information

Salary Survey Report. Engineering, Scientific, Technical, and IT. Summer 2015. Today s HR Solutions. Conducted by

Salary Survey Report. Engineering, Scientific, Technical, and IT. Summer 2015. Today s HR Solutions. Conducted by Today s HR Solutions Salary Survey Report Engineering, Scientific, Technical, and IT Summer 205 Conducted by MidAtlantic Employers Association 24 Mall Blvd., Suite 200 King of Prussia, PA 9406 800.662.628

More information

PROCEDURES OFFICE OF NEW DRUGS. External Recruitment (Civil Service) Table of Contents

PROCEDURES OFFICE OF NEW DRUGS. External Recruitment (Civil Service) Table of Contents PROCEDURES OFFICE OF NEW DRUGS External Recruitment (Civil Service) Table of Contents PURPOSE...1 BACKGROUND...1 RESPONSIBILITIES...2 PROCEDURES...3 REFERENCES...5 DEFINITIONS...6 EFFECTIVE DATE...7 ATTACHMENT

More information

For more information on ordering from Federal Supply Schedules click on the FSS Schedules button at fss.gsa.gov.

For more information on ordering from Federal Supply Schedules click on the FSS Schedules button at fss.gsa.gov. GENERAL SERVICES ADMINISTRATION Federal Supply Service Authorized Federal Supply Schedule Price List On-line access to contract ordering information, terms and conditions, up-to-date pricing, and the option

More information

Salary Adjustments for Nursing, Allied Health and Non-clinical Staff Groups

Salary Adjustments for Nursing, Allied Health and Non-clinical Staff Groups PRESS RELEASE 新 聞 稿 Hospital Authority Building, 147B, Argyle Street, Kowloon, Hong Kong Tuesday, 4 September 2007 Salary Adjustments for Nursing, Allied Health and Non-clinical Staff Groups The Hospital

More information

IT Salaries in Higher Education, 2012

IT Salaries in Higher Education, 2012 IT Salaries in Higher Education, 2012 Research Bulletin February 15, 2013 Susan Grajek, EDUCAUSE Center for Applied Research Key Findings and Recommendations More complex institutions pay higher salaries

More information

DIRECTIVE TRANSMITTAL

DIRECTIVE TRANSMITTAL U.S. NUCLEAR REGULATORY COMMISSION DIRECTIVE TRANSMITTAL TN: DT-04-10 To: Subject: NRC Management Directives Custodians Transmittal of Management Directive 9.25, Organization and Functions, Purpose: Directive

More information

Human Resources Director Classification Code:

Human Resources Director Classification Code: Human Resources Director Classification Code: Department: Office of the City Manager Union: Not Applicable, Nonunion position Classification: FLSA Exempt (Administrative) GENERAL STATEMENT OF DUTIES The

More information

General Pay Schedule

General Pay Schedule 0 7.26 / 5,00.80 8.78 / 8,262.40 0.65 / 22,52.00 7.26 7.49 7.74 7.97 8.23 8.50 8.78 9.05 9.36 9.66 9.98 0.3 0.65 Annual Sal 5,00.80 5,579.20 6,099.20 6,577.60 7,8.40 7,680.00 8,262.40 8,824.00 9,468.80

More information

HUMAN RESOURCE SERIES

HUMAN RESOURCE SERIES HUMAN RESOURCE SERIES Note: The Personnel Officer alternate titles will no longer be used as separate classification titles. Occ. Work Prob. Effective Last Code No. Class Title Area Area Period Date Action

More information

Streamlining Commission Civil Service & Employee Benefits Advisory Group September 8, 2009

Streamlining Commission Civil Service & Employee Benefits Advisory Group September 8, 2009 Department of State Civil Service Streamlining Commission Civil Service & Employee Benefits Advisory Group September 8, 2009 Partnering for a Better Louisiana www.civilservice.la.gov Overview Department

More information

ADDENDUM # 1 TO THE 2006-2011 AGREEMENT BETWEEN COUNTY OF SACRAMENTO AND AFSCME, LOCAL 146 IN THE HEALTH SERVICES UNIT

ADDENDUM # 1 TO THE 2006-2011 AGREEMENT BETWEEN COUNTY OF SACRAMENTO AND AFSCME, LOCAL 146 IN THE HEALTH SERVICES UNIT ADDENDUM # 1 TO THE 2006-2011 AGREEMENT BETWEEN COUNTY OF SACRAMENTO AND AFSCME, LOCAL 146 IN THE HEALTH SERVICES UNIT This addendum #1 is to the 2006-2011 Agreement between the county of Sacramento and

More information

Atlanta Public Schools Salary Administration Guidelines

Atlanta Public Schools Salary Administration Guidelines Atlanta Public Schools Salary Administration Guidelines TABLE OF CONTENTS Section Page I. COMPENSATION PHILOSOPHY... 3 II. OBJECTIVES... 5 III. PROGRAM OVERVIEW... 6 IV. JOB EVALUATION... 7 Definition

More information

WSU TRAINING AND DEVELOPMENT PLAN

WSU TRAINING AND DEVELOPMENT PLAN WSU TRAINING AND DEVELOPMENT PLAN Washington State University (WSU) will provide training in accordance with WAC 357-34. WSU s Training and Development Plan will be based on an assessment of the organization

More information

PURDUE UNIVERSITY POSITION DESCRIPTION

PURDUE UNIVERSITY POSITION DESCRIPTION PURDUE UNIVERSITY POSITION DESCRIPTION Use this form to: Create a new position or update an existing position. When to submit a revised position description: If there have been significant changes to the

More information

Programa de las Naciones Unidas para el Desarrollo Recursos Humanos

Programa de las Naciones Unidas para el Desarrollo Recursos Humanos Escala Salarial Sugerida para Contracts (SC) Año 2014 Ajuste Aplicado 5% Resumen: Detallado: Bands Min Q1 Mid Q3 Max SB-5 $4,115,259 $5,205,803 $5,679,058 $5,915,686 $6,954,789 SB-4 $2,435,063 $3,080,356

More information

Special Pay Increase (SPI) Guidelines For USPS and A&P Positions

Special Pay Increase (SPI) Guidelines For USPS and A&P Positions Salary increases that are not a result of a new hire, promotion, reclassification, conversion, or mandated raise process fall under the category of Special Pay Increases (SPI s). Such increases can be

More information

ELECTRI INTERNATIONAL RESEARCH PROPOSAL COVER SHEET

ELECTRI INTERNATIONAL RESEARCH PROPOSAL COVER SHEET ELECTRI INTERNATIONAL RESEARCH PROPOSAL COVER SHEET Principal Investigator: Susan Bogus Halter, PhD, PE Title: Associate Professor Mailing Address: Department of Civil Engineering MSC01 1070 1 University

More information

Glossary: The following terms will be used throughout the classification specification and are to be interpreted as follows:

Glossary: The following terms will be used throughout the classification specification and are to be interpreted as follows: STATE OF OHIO (DAS) CLASSIFICATION SPECIFICATION CLASSIFICATION SERIES: Wage & Hour Investigator MAJOR AGENCIES: Commerce Only SERIES NO.: 2628 06/18/2000 SERIES PURPOSE: The purpose of the wage & hour

More information