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