STAFF COMPENSATION

1
STAFF COMPENSATION BENEFITS DISCUSSION

• Presented by
• Patti Dion, Director Employee Relations
  Compensation
• Pete Ronza, Assistant Director

2
UNIVERSITY STAFF COMPENSATION PRINCIPLES

• Achieve and maintain competitive salary and
  benefit levels.
• Ensure internal equity amongst University jobs.
• Colleges and units should establish compensation
  strategies that support their goals.
• Compensation program design and management should
  be flexible to meet collegiate/unit needs.

3
AGENDA

• Staff Demographics - What does the staff
  population look like?
• Market Analysis Factors - How do we arrive at the
  market rate for jobs?
• Market Comparisons - How do University jobs
  compare to the market?

4
STAFF DEMOGRAPHICSLocation of Staff
5
STAFF DEMOGRAPHICS
6
STAFF DEMOGRAPHICS

• Average Age of Staff 42.6
• Average Length of Service 10.6 years
• Turnover 12 (14 in 2001)
• Average Retirement Age 61

7
STAFF DEMOGRAPHICSAverage Wages
8
MARKET ANALYSIS FACTORSCompetitive Market
Definition

• Labor market for a job that we compete with for
  recruitment and retention.

9
MARKET ANALYSIS FACTORSCompetitive Market
Definition-Job Families

• Administration
• Athletics
• Clerical
• Education Outreach
• Finance Accounting
• Health Services
• Human Resources/EO

• Information Technology
• Institutional Relations
• Legal
• Library Collections
• Research/Science
• Student Services
• Support Services

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MARKET ANALYSIS FACTORSExample Health Services
Family

• Registered Nurse
• Nurse Practitioner
• Dietician
• Radiologic Technologist
• Ultrasound Technologist
• Physical Therapist
• Maxiofacial Prosthetist

• Dental Assistant
• Dental Hygienist
• Pharmacy Technician
• Laboratory Technician
• Licensed Practical Nurse
• Admissions Interviewer
• Medical Records Technician

11
MARKET ANALYSIS FACTORSData Analysis
Considerations

• Employer Size - Comparable to the University
• Geographical Area - Metro, regional, national
• Industry Competitors - Public or private
• Survey Source - Reliable and published regularly
• Survey Date/Aging - Within a year
• Market Movement - Hot or normal movement
• Job Specialty - Are there specialties within an
  occupation
• Reliable Match - Comparability of market job to
  University job

12
MARKET ANALYSIS FACTORSMarket Position Definition

• Market Average
• Lead Market
• (competitive, priority, or critical areas)
• Lag Market
• (soft markets, UofM preferred employer, benefits)

13
MARKET RELATIONSHIPSWage Comparisons/Examples in
2002
14
MARKET RELATIONSHIPSBenefits Package

• Basic Retirement Plan
• Optional Retirement Plan
• Optional Short-term Long-term Disability Plans
• Vacation and Sick Leave
• Medical
• Dental
• Life
• Pre-tax Reimbursement Accounts

15
MARKET RELATIONSHIPSBenefit Comparisons - 2002
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MARKET RELATIONSHIPSBenefits Package Issues

• Retirement Plan
• Vacation and Sick Leave
• Medical
• Dental

17
SERVICE IMPROVEMENTSInformation Technology Job
Family Re-Design
18
SERVICE IMPROVEMENTS

• Updated and flexible classifications of work
• Enhanced market competitiveness
• Flexible use of staff
• Reduction of bureaucracy
• Civil Service Human Resources/EO, Pharmacists,
  Nursing, Purchasing and job families completed
• AFSCME Clerical Office classification study
  underway