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Transition from Broad-Banding to Traditional Compensation Structures in Logistics Support Services

Effective December 1, 2008, the Broad-banding compensation program for former Support Services, including Logistics, IS, HR, and FOAM, will be discontinued. Support Service Areas will revert to traditional compensation plans, with new job titles such as Mail Services Manager and Warehouse Operations Supervisor being introduced on December 15. This change will not negatively impact the compensation for Logistics employees, and adjustments will be based on competitive market rates rather than internal changes. Performance, education, and experience will continue to determine individual pay rates.

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Transition from Broad-Banding to Traditional Compensation Structures in Logistics Support Services

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  1. What’s Old is New Again • Broad-banding is being discontinued for former Support Services Processes (e.g., FOAM, Logistics, IS, HR) • Effective 12/01/2008 Logistics will make this transition* • Support Service Areas return to institutional/traditional compensation plan Note: *Admin. Support Titles (e.g., Sr. Admin Assoc.) will change on 12/15: concurrent across all former Support Services Processes

  2. UTMB Leadership has determined: • The Broad-banding Pilot Program will not be adopted across the Institution • Maintaining two (2) compensation programs is not economical or efficient

  3. Impact to Logistics • No negative effect on compensation for Logistics employees in foreseeable future • Move toward traditional Job titles as appropriate (i.e., Warehouse Operations Supervisor)

  4. Salary ModelNew Market Rate based on actual “market changes” not a result of UTMB change. (See handout for complete listing of Logistics' job titles and salaries)

  5. Salary Ranges • Market: Is the competitive salary rate determined for specific job functions compared to same/like job functions in the marketplace based on an individual being fully functional in the job and performing at an above satisfactory level • Comp Ratio: the actual salary paid an employee compared to Market • Broad-banded Salary Range: used a 100% range from Minimum toMaximum as it considered a “broader” range of job functions and titles within a specified role • Traditional Salary Range: uses a 50% range from Minimum to Maximum as it overall considers a narrower defined set of job duties for a specific title

  6. How is Pay Determined An individual’s pay is based on: • Education • Experience • Skills, knowledge & abilities • Performance

  7. New Logistics Job Titles • Mail Services Manager • Records Management Supervisor • Fleet Services Supervisor • Warehouse Operations Supervisor

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