PERSONNEL POLICY BULLETIN: DATE: November 24, 2009

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1 PERSONNEL POLICY BULLETIN: DATE: November 24, 2009 REGULATION REFERENCE: 9.9 and INDEX REFERENCE: Managerial Pay Plan Update Approved: Raj Singh, Senior University Director, HR Operations and Systems BACKGROUND As approved by CUNY s Trustees on November 23, 2009, CUNY will provide general salary s and corresponding changes to pay ranges for its Managerial Pay Plan, effective September 30, 2009, and a discretionary effective October 1, Employees in Classified Managerial titles, and selected Exempt Civil Service titles, are included in the scope of this update. Also see Exhibits: A. Titles and Levels, Classified Managerial and Exempt Civil Service B. Minimum and Maximum pay by level for the Classified Managerial pay plan C. Form for submitting recommendations for Discretionary Increase. D. Performance Appraisal Form to be utilized, if necessary. Titles within the Classified Managerial pay plan are designated with up to eight pay levels. These levels correspond to pay ranges and are the same regardless of title (i.e., the salary range for any employee at Level 1 is identical). Not every title has every pay level (details in Exhibit A). POLICY Base Pay Consistent with the Rules of the CUNY Civil Service Commission and authority delegated to the Vice Chancellor for Human Resources Management, and pursuant to the design of the Managerial Pay Plan as authorized by resolution of the CUNY Board of Trustees (June 1987, #6.b), and as amended in subsequent policy bulletins, CUNY will grant pay s as noted below. This applies to titles listed in Exhibit A subject to conditions described below. Based on September 29, 2009 salary 3.00% Effective September 30, 2009 Based on September 30, 2009 salary (after applying the 3% ) 1% discretionary based on performance Effective October 1, 2009 Employees must be in Active Pay status in a Classified Managerial Pay Plan title as of September 30, Employees not in active pay status for any reason as of September 30, 2009 are not eligible for an. Active pay status includes individuals on paid leave, FMLA leave (paid or unpaid), military leave, or other special leave determined by the College President and/or Board of Trustees to be temporary in nature. It also includes any other leave for which CUNY is legally required to consider the employee in Active Pay status. It does not include leave to serve in a non-managerial, executive, or instructional title. Pay adjustments will apply as follows: A 3% general salary provided to all eligible employees. Regardless of the payment date, s will be retroactive to September 30, Colleges have the option of providing an additional 1% discretionary, based on September 30, 2009 salary (i.e., salary after the 3% general is applied). Regardless of payment date, s will be retroactive to October 1, Exhibit C outlines options for this : Grant a 1%, based on a performance assessment of Very Good or better. Do not grant a 1%. Performance-based s must be based on the outcome of an annual performance appraisal. If needed, a document to record the results of a performance appraisal is attached in Exhibit D. It need not be submitted to HROS but should be on file. 1

2 All other conditions and policies related to the titles referenced in this document remain unchanged. Pay Ranges At the same time, base pay ranges for Managerial titles will be d as listed in Exhibit B. The represents a 3% to minimum pay, and an additional 1% to maximum pay (to accommodate any discretionary ). Civil Service regulations state that no employee can be paid less than the minimum salary of his/her pay level, nor can anyone be paid above the maximum salary. College Human Resources Directors should re-confirm that all Managerial employees salaries are within published ranges. Any employees hired after September 30, 2009, making the minimum for their level should have their salaries adjusted to the new minimum (they would not be eligible for a general, as they were not in active status as of the effective date). IMPLEMENTATION The Office of HR Operations and Systems (HROS) will notify appropriate payroll, budget, and systems areas to allow CUNY s systems to accept and process pay updates. They will post this memo on the Office of Human Resources Management web pages. Human Resources Directors should provide copies of this update to College management and others as needed. They should complete the attached form for discretionary s and forward to the University Senior Director, HROS not later than December 30, Discretionary s will not be processed without this documentation. College Human Resources Directors should direct payroll questions to University Payroll Operations ( ). They should direct questions on pay ranges, titles, levels, and classification to the Office of Classification and Compensation ( ). 2

3 EXHIBIT A Classified Managerial Pay Plan Titles and Levels Changes since the previous Policy Bulletin are noted in bold. Any change in Job title name reflected in CUNY s new personnel system is noted in parentheses under the title. Contract Title / CUNY Job Code H Title Name Administrative Superintendent of Campus Buildings and Grounds Assistant College Security Director (now Campus Security Assistant Director) Chief Administrative Superintendent of Campus Buildings and Grounds Chief Administrative Superintendent of Campus Buildings and Grounds (inactive title non-competitive incumbent only no name change) College Security Director (now Campus Security Director) Computer Operations Manager (now IT Computer Operations Manager) Computer Systems Manager Annual (now IT Computer Systems Manager) Computer Systems Manager Hourly (now IT Computer Systems Manager 1H) Deputy University Security Director (now University Deputy Security Director) Secretary to the CUNY Civil Service Commission (now University Secretary to Civil Service Commission-H) University Associate Chief Engineer University Capital Projects Manager (new title) University Chief Architect University Chief Engineer University Security Director Authorized Levels 1, 2, 3, 4 1, 2, 3 3, 4, 5 3 3, 4 2, 3, 4 2, 3, 4, 5, 6, 7, 8 1 4, 5 No levels 3, 4, 5 4, 5, 6 4, 5, 6 4, 5, 6 5, 6 Note: This update complies with CUNY s Civil Service Regulations and authority delegated to the Vice Chancellor for Faculty and Staff Relations (now the Vice Chancellor for Human Resources Management). The Managerial Pay Plan was originally authorized by resolution of CUNY s Board of Trustees (June 1987, #6.b), and subsequently amended. The last general pay was approved by CUNY s Board on December 8, 2008 (Addendum, Section D-30). The last amendment to pay ranges and number of levels was approved by CUNY s Board on January 26, 2008 (Addendum, Section D-28, page 11). The Vice Chancellor has the authority to assign levels to individual titles as part of the Classification Plan (Regulation 2.2.1). 3

4 Exhibit B Minimum and Maximum pay by level I. Current Pay Ranges (Effective through September 29, 2009) Effective September 30, 2008 Minimum Pay Maximum Pay 1 $53,372 $104,768 1-H (based on 1827 hrs/year) $29.22/hour $57.35/hour 2 $58,223 $112,520 3 $72,776 $124,627 4 $84,097 $135,442 5 $99,727 $145,127 6 $104,898 $150,454 7 $113,814 $156,589 8 $123,488 $166,273 Secretary to Civil Service Commission $48.19/hour $63.40/hour II. New Pay Ranges (Effective September 30, 2009) Effective September 30, 2009 Minimum Pay Maximum Pay 1 $54,974 $108,992 1-H (hourly) $30.10 $ $59,970 $117,055 3 $74,960 $129,650 4 $86,620 $140,902 5 $102,719 $150,976 6 $108,045 $156,518 7 $117,229 $162,900 8 $127,193 $172,975 Secretary to Civil Service Commission $49.64 $65.97 All results rounded up to the next highest dollar (annual titles) and next highest cent (hourly titles). 4

5 EXHIBIT C Classified Managerial Pay Plan October 1, 2009 Discretionary Increases Approval form Return to: University Senior Director, HROS, by December 30, 2009 Complete this table for each Managerial employee (add rows to table as needed). SAMPLE Manager Name / Title Does Not Qualify* DO NOT Paul Smith, Administrative Superintendent Susan Harris, Computer Systems Manager Steven Williams, Computer Operations Manager (started October ) X X X College Name: Manager Name / Title Does Not Qualify * DO NOT *Does Not Qualify: does not meet the requirements for a discretionary (for example: was not in active pay status, insufficient service to receive a performance review). Attestation I attest that each managerial employee has been listed on this form, and that each recommended is based on a performance review. Human Resources Director Name: Signature: Date: 5

6 Exhibit D City University of New York Managerial Rating Form: Annual College: Evaluation Period: July 1 to June 30 Year of Evaluation: Manager Name: Title: Level: The above-named manager has been rated for this period as: Unsatisfactory Comments on Performance: Marginal Good Very Good Outstanding Meets or exceeds reasonable performance expectations consistently Meets or exceeds reasonable expectations, and on occasion exceeds highly challenging performance expectations. Exceeds highly challenging performance expectations consistently. Approvals: Rated By: Date: Approval Signature: Dean or Vice President, if different from rating official I acknowledge that I have reviewed this evaluation and any comments I have are attached to this form. Manager Signature: Date: Comments: (End of Bulletin) 6