Professional Staff Compensation Project

1
Professional Staff Compensation Project

• Connie Rubin, Sr. Director, Labor Employee
  Relations
• Laura Miller, Sr. Director, Benefits HRIS

2
Why Did We Do This Project?

• Prior system - The Hay System
• Instituted mid-90s
• Grade assigned was determined by number of points
• Benchmark jobs tied to market value data which
  was used to determine salary ranges
• System updated 1999 (range increase only)
• System very labor intensive to maintain
• Point-factor systems are no longer best practice

3
Goals of New System

• Easy to understand
• Internally equitable
• Externally competitive
• Easy to maintain and sustain
• FLEXIBLE

4
Timeline

• 2003 Committee established to provide input on
  strategy overall project scope direction
• Faculty members Phil Closius, Larry Fink
• PSA members Martino Harmon, Kelle Repinski,
  Karen Troyer, Joan Webster
• HR Staff Matt Dills and Connie Michalak
• 2004 Commitment made to establish an internally
  equitable and externally competitive comp
  structure approved by BOT
• 2004 Changes to the Fair Labor Standards Act
• 2005 - Implementation Began
• Evaluation method collaborative effort between
  Committee HR and endorsed by External
  Consultants
• Position questionnaire job description
• Positions placed into job structure/hierarchy
• Use of market value for competitive salary
  determination
• 2006 - Funding established
• 2007 - Project placed on hold pending merger
• 2008 - Project completed

5
Results Job Families

• Admission Enrollment
• Financial Aid
• Registrar
• Student Recreation Activities
• Residence Life
• Student Academic Support
• Library Services
• Medical Health
• Business Administration
• Finance Accounting
• Campus Services
• Facilities Maintenance
• Human Resources

• Legal, Audit Compliance
• Safety and Risk
• Marketing Communications
• Police and Safety
• Institutional Advancement Alumni
• Distance Learning
• Information Technology
• Athletics
• Institution Sponsored Research Tech Transfer
• Grants Programs
• Research Post Doc

6
Results - Career Level

• Leadership Levels
• 8 Associate Vice President
• 7 Asst Vice President/Director
• 6 Manager / Team Leader / Supervisor
• Individual Contributor Levels
• 6 Technical Expert
• 5 Senior Professional
• 4 Intermediate Professional
• 3 Associate Professional
• 2 Coordinator
• 1 Assistant

7
Results

• Every jobs PRIMARY JOB DUTIES were reviewed on 3
  tests
• Federal Classification based on Dept of Labor
  Wage Hour Div Fair Labor Standards Act
• Exempt job duties are exempt from overtime and
  therefore position is salaried
• Non Exempt job duties are not exempt from
  overtime and therefore position is hourly
• State Classification based on the Ohio Revised
  Code
• Unclassified job duties do not fit into a civil
  service classification
• Classified job duties fit within civil service
  classification
• Bargaining Unit Eligible based on the Ohio
  Revised Code
• Union job duties fit into those eligible to be
  in a bargaining unit
• Non Union job duties do not fit into those
  eligible to be in a bargaining unit
• EACH TEST STANDS ALONE

8
Results

• Established Salary Ranges
• Mid-point average market data or median
  (whichever was higher)
• 2008 CUPA Surveys
• All Ohio Public Universities
• UT Peer Group (18 Universities identified by
  prior Provost Faculty as like Universities)
• All Universities with the highest budget cut
  available (gt200m)
• Other Surveys where applicable
• Employers Association
• HEIT Higher Education Info Tech (2008)
• Minimum Maximum / - 10 of mid-point

9
Previous Structure
CWA (union)
PSA (non-union)

Hourly Classified
Salaried Unclassified
Hourly Classified (Classified Exempt)

10
New Structure
PSA (non-union)
CWA (union)

Salaried Unclassified
Salaried Classified
Hourly Classified (Classified Exempt)
Hourly Classified

11
Results not including Post Docs, Research
Techs, Research Associates, or those in Interim
Positions

• Total Jobs Evaluated
• 640 positions (initial group)
• Equity Increases
• 85 employees
• Salaries Frozen
• 30 employees
• Salaried - Unclassified Non Union
• 384 positions (does not include all research and
  post docs)
• Salaried Classified Non Union (NEW EMPLOYEE
  GROUP)
• 30 positions
• Hourly Classified Non Union
• 40 positions
• Hourly Classified Union (CWA)
• 95 positions

12
Timeline

• Appeal Process
• July 7 July 25 (see HR website for
  instructions)
• Advisory Committee to review make
  recommendations
• Training 7/21 and 7/23
• Final decisions made in August (Goal 8/22)
• Equity Increases targeted for August 15 pay date
• Changes in classification targeted for some time
  AFTER the appeals process

13
Questions

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