IT Classification Pilot

1. IT Classification Pilot New TEAMS classifications for Information Technology positions at the Kris Pagenkopf, Classification and Compensation Susan Simpson, Central Employment Center Division of Human Resources

2. Overview • Current class specifications are over 10 years old • IT workplace has changed significantly • Recruitment and retention of IT talent has been a problem • Need for class revision long overdue

3. Overview • TEAMS pay plan afforded opportunity to correct deficiencies in IT classifications and recruiting • Provost’s office appointed a committee composed of IT professionals to develop a new, more responsive scheme for classifying IT positions

4. Overview • New classification series based upon level of expertise and discipline • Seven classifications • From Entry to Principal • Pay grades based upon University environment and market • Recruiting flexibility to allow a broader range of applicants to be considered

5. Overview • Available May 15 • Approved for six months • New classifications available only for newly established and vacant positions • All hires will be TEAMS employees • During pilot, current employees may not be reclassified into new classifications

6. Classification Information • Seven new class specifications developed with attributes unique to IT • Entry • Intermediate • Practitioner • Specialist • Expert • Senior • Principal

7. Seven new class specifications developed with attributes unique to IT Entry High school diploma Intermediate HS plus 1 year of any combination of experience, education or certification Practitioner HS plus 2 years of any combination Specialist HS plus 3 years of any combination Expert HS plus 4 years of any combination Senior HS plus 5 years of any combination Principal HS plus 6 years of any combination Minimum Qualifications

8. Minimum Qualifications • Degree field should be relevant to position • Any combination of education and experience may count toward required minimum qualifications • Certifications may count toward required experience

9. Developed to: Reflect the market changes in IT specialty areas Provide additional information for the job classification efforts Disciplines

10. Applications Business Data Network Research Support Systems Disciplines See your handout for more information

11. Pay Scales • Minimum starting pay: • Entry: $8.00 ($16,704) • Intermediate: $9.57 ($19,982) • Practitioner: $11.67 ($24,367) • Specialist: $13.88 ($28,981) • Expert: $34,756 • Senior: $41,943 • Principal: $49,860 Expected starting salary range should be advertised and may be above the minimum

12. Other Pay Issues/Retirement • Entry-Specialist positions • All are non-exempt (eligible for overtime at 1 ½ times regular rate of pay) • Eligible for on-call pay • All are eligible for FRS or PEORP • Expert-Principal positions • All are exempt (no overtime provisions) • Not eligible for on-call pay • All are eligible for ORP, FRS, or PEORP

13. Classification Information • Position described on new form • Submitted through administrative channels • Reviewed and classified by Classification & Compensation • Use of “Working Title” as suggested by examples in IT committee report • Advisory review by members of IT committee

14. Recruiting and Hiring • How positions are advertised • How to apply • Screening and referral procedures • Job offer

15. Advertising Procedures • Both non-exempt and exempt positions • Post in Position Vacancy Announcement (PVA) system • For a minimum of seven days • May post one specific title • Such as practitioner • May post a series of three consecutive titles • Example: Intermediate, practitioner, expert • Minimum qualifications listed will be those of lowest title in series

16. Application Procedures • Applicants will apply using a cover letter and resume • If the position is non-exempt or the series includes a non-exempt title, Central Employment will contact applicants to obtain a Non-Exempt Employment Application

17. Screening & Referral Procedures • All applicants who meet minimum qualifications will be forwarded • If a series is used, all applicants who meet requirements for lowest level position will be forwarded

18. Job Offer • If one specific position was advertised, job offer will be made at that level • If a series was advertised, the department may offer at any level as long as applicant meets the minimum requirements • Salary offered has to be at or above established minimum

19. Retention • Compensation to retain and reward employees accomplished using: • Special Pay Increases • Increased responsibilities • Market conditions/exterior counter-offers • Acquisition of skills or training • Performance • Bonuses (lump-sums) • Special projects • Productivity/goal achievement

20. Evaluation of IT Pilot • At end of six months • TBA

21. More Information • Visit the web: http://www.hr.ufl.edu/departmental/itplan.htm • See packet for: • Position classifications, disciplines, & working titles • Copy of new position description form • Competency matrix • Requirements, pay, class codes & FLSA information

22. More Information • Classification and Compensation help • 392-1213 • Kris Pagenkopf, kris-pagenkopf@ufl.edu • Recruiting and hiring help, contact Central Employment • 392-4621 • Susan Simpson, susan-simpson@ufl.edu • Jean Monde, jean-monde@ufl.edu

23. Jan van der Aa Dallas Antley Mike Conlon Warren Curry Donna Johnson Pete Kearney John Madey Dan Miller Eric Olson Dave Pokorney Jack Sabin Hansford Tyler Irma Velez Steve Wing IT Committee

24. IT Classification Pilot New TEAMS classifications for Information Technology positions at the