classification and compensation Analysis Pilot Project

1. MU Staff Job Title and Salary Study Implementation Update classification and compensation Analysis Pilot Project

2. Goal Review

3. Who Is Affected? • All staff titles except those in the Service and Maintenance job family have been reviewed • More than 5,700 MU and UM System employees • 1,400 job titles within 45 divisions/colleges

4. Who Is Affected (cont.)? • Further consolidation of the Office Administration & Support and Student Support Services occurred • Information Technology was completed February 2014 • New title and pay range information can found on the HRS webpage

5. Working Titles • All existing titles mapped to Global titles • Working titles – to clearly define job duties • All existing working titles will remain in PeopleSoft • Can use “old” title for working title • HRS will audit working titles • Can NOT use titles that suggest promotion • Can NOT use to change or elevate job duties

6. Salary Ranges • Job evaluation determines the internal relationships between jobs by assigning titles to pay grades. • Pay range midpoints approximate the market for building the structure.

7. Pay Adjustments • Employees paid below the new minimums will receive a pay increase effective April 2014 • GO/Fund 0000 costs will be picked up by the campus • Employees paid at or above the new maximums will be eligible for lump sum merit increases • No PAF processing is necessary

8. Accomplishments • Titles evaluated using same criteria • Titles on the same salary plan/GGS • Generic title consolidation – from 1400 to over 650 • All staff paid within new ranges • Better reporting as a result of the study • Pay consistently across UM System

9. Appeal Process • Significant change in the duties and responsibilities of the position relative to the factors used in GGS for job evaluation • Manager must determine if a review is warranted • Appeal review will begin June 1st 2014

10. Appeal Process (cont.) A review of the Global Grading System is not warranted if solely based on: • salary range associated with the global grade • where a salary falls within the given range • the list of duties associated with the title • a review of an individual’s performance • an interim/temporary or future job assignment • increase in the volume of an individual’s workload • the use of working titles

11. Implementation Timeline • General Communication to all employees the week of March 17 • Letters to individual employees with details of their new title and salary range the week of April 4 • Implementation of global titles and salary ranges for all job families will be effective April 13 • Information sessions will be conducted at • Jesse Wrench Auditorium on: • April 14, 2pm • April 15, 3pm • April 18, 2pm

12. Key Points to Remember • Titles were evaluated • Title assignment conducted • Salary ranges developed • Employees will not lose pay • Job duties will not change • Organizational structure will not change • No elimination of positions or layoffs • Employee performance will not be evaluated

13. You are welcome to visit our project web site at any time for information and updates about the project :

14. If you have specific questions, please click the e-mail link at the bottom of our web page to reach our project team.

15. Human Resource ServicesUniversity of Missouri1095 Virginia Avenue Columbia, MO 65211 • Phone: 573-882-4256 • Web: hrs.missouri.edu