UTSA Classified Staff Promotion Tool

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UTSA Classified Staff Promotion Tool
HR-Compensation
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UTSA Classified Staff Promotion Tool

• Purpose The base pay increase/promotion tool is
  designed to assist managers in making pay
  decisions when moving classified employees to
  higher level positions through progression or
  promotion.

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UTSA Classified Staff Promotion Tool

• Benefits
• Serves as education for managers who need
  guidance on amount of increase to offer.
• Enables managers to have advance information on
  Compensation guidance prior to VP approval.
• Over time, audit requests should be more
  standardized, resulting in a more streamlined
  audit process.

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UTSA Classified Staff Promotion Tool

• Key tool features
• Salary increase recommendations are given for
  promotions and progression after managers enter
• Employee salary
• Current job
• New job
• Guiding principle increases are stronger for
  employees lower in the new salary range and/or
  promoted into higher grades.
• A modeling tool allows managers to test different
  scenarios.
• Special cases have additional guidance for
  managers.

HR will continue to review AP promotional
increases
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UTSA Classified Staff Promotion Tool

• What criteria were used in developing guidance?
• Employee pay in the new salary range (quartile).
• Number of grades between jobs.
• Grade level of new job.
• Decisions within guidance should be based on
• Education and work experience.
• Degree of new and additional responsibilities
  assumed.
• Budget constraints.
• Peer pay data.

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UTSA Classified Staff Promotion Tool
Salary Increase Guidance Grades 50-58
Salary Increase Guidance Grades 59-64
Grades/Quartile 1 grade increase 2 grade increase 3 grade increase
1st quartile 3-8 4-12 6-15
2nd quartile 2-6 3-8 4-9
3rd quartile 0-5 2-6 2-6
4th quartile 0-4 0-5 0-5
Grades/Quartile 1 grade increase 2 grade increase 3 grade increase
1st quartile 5-10 6-14 8-17
2nd quartile 4-8 5-10 6-11
3rd quartile 2-7 4-8 4-8
4th quartile 0-6 0-7 0-7
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UTSA Classified Staff Promotion Tool
Is this affordable? The University is within or
above this guidance now.
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UTSA Classified Staff Promotion Tool

• Why are there exceptions to the promotion
  guidance?
• Low starting rates when highly skilled employees
  are hired into low level jobs.
• Increase in responsibilities is very significant.
• Overall salary growth has been moderate.
• Inconsistency of promotion in multi-level jobs.
• Small historical merit increases.
• The market has moved faster than UTSA salaries.
• Some financial and technical disciplines have
  seen strong pay growth.

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UTSA Classified Staff Promotion Tool
How do projected increases relate to changes in
market pay?
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UTSA Classified Staff Promotion Tool
What has actually happened when employees were
promoted?
Source Promotion data 2006-2007 (YTD)
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UTSA Classified Staff Promotion Tool
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UTSA Classified Staff Promotion Tool

• Next steps
• Make tool available to managers through UTSA web
  site.
• Offer training opportunities on how to use the
  tool.
• Provide complete instructions on the web for
  just-in-time training.

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UTSA Classified Staff Promotion Tool

• Backup follows

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UTSA Classified Staff Promotion Tool
151 job changes analyzed
Compliance is highest for progression from grades
50-55.
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UTSA Classified Staff Promotion Tool
151 job changes analyzed
Recommended guidance is 29 more aligned with
practice.
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UTSA Classified Staff Promotion Tool
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UTSA Classified Staff Promotion Tool
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UTSA Classified Staff Promotion Tool
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UTSA Classified Staff Promotion Tool
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UTSA Classified Staff Promotion Tool

• How are promotions handled outside UTSA? It
  varies considerably.
• University practice no consistent practice,
  little guidance available for managers, amount
  generally controlled by Compensation.
• System simple matrix used by Compensation for
  reclassifications, considering using one for
  promotions.
• UT Arlington broad guidance with no merit
  eligibility for some employees for six months.
• Other UT affiliates generally broad guidance
  with limitations on increase amounts.
• General industry
• Valero Compensation recommends a standard range
  for all promotions, but the business ultimately
  makes the decision.
• USAA Managers use an online tool with guidance
  to determine increase, which they enter directly
  into HRIS system.
• Tesoro Managers contact Compensation for
  increase amount.
• Wells Fargo Managers make decision with or
  without Compensation with no guidance provided.