1 / 24

Agenda

Athletics Job Family Study New Structure and Implementation Employee Information Session October 16, 2014. Agenda. Project Overview and Objectives Job Family Definition Project Process Classification and Salary Structure Project Timelines Salary and Benefit Impact Q&A.

rae-bolton
Download Presentation

Agenda

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Athletics Job Family StudyNew Structure and ImplementationEmployee Information SessionOctober 16, 2014

  2. Agenda • Project Overview and Objectives • Job Family Definition • Project Process • Classification and Salary Structure • Project Timelines • Salary and Benefit Impact • Q&A

  3. Job Classification Redesign Goal: Create and implement a classification system that provides: • managers and employees transparent career paths, • a classification structure that provides clarity and ease of administration, • optimal utilization of payroll dollars,and • the ability to attract, engage, and retain high performing employees. 4

  4. Job Family Study Overview • University-wide initiative • aligned with University’s vision and Operational Excellence • Approx. 10,000 Civil Service and P&A positions on all five campuses • 18 total job families; 11 are complete • Working in partnership with Sibson Consulting • Collaborative approach focused on communication and consensus-building • Anticipated completion is early 2015

  5. Athletics and RecreationJob Family Definition • The athletics and recreation job family positions deal with the professional activities and programs of coaching, athletic training, athletic operations and administration, and recreation health and wellness. • Athletic Training: Duties involve providing the highest level of physical and mental health care and performance enhancement for their assigned student-athletes and University teams. • Athletics Operations and Administration: Duties include providing support to student-athletes, coaches and sport programs. Support and operational responsibilities include managing events, ticket operations, travel and equipment operations.

  6. Athletics and RecreationJob Family Definition cont’d • Coaching: Duties include developing and maintaining a competitive intercollegiate sport program within the conference and NCAA.Directing all aspects of sport staff in recruiting, practice and game competitions. Responsible for the recruitment/hiring, goal setting, coaching and performance review of all sport staff. Instructing and teaching student-athletes in fundamentals of sport technique and strategy. Planning and executing practice and competition plans including the evaluation of opponents. Evaluating and recruiting qualified student-athletes. • Recreation: Duties involve supporting student development, student learning and health and wellness initiatives by providing recreation programs, events, services, and activities. Work requires a combination of education, training, experience, and proficiency in one or more of the following specialties: aquatics, court sports, fitness, wellness, golf, intramural sports, outdoor recreation, sport clubs, and youth programming.

  7. Work Steps and Timing 1 2 3 4 5 6 7

  8. Job Family Collaboration

  9. How Jobs are Mapped to the Structure Role Requirements Accountability • Operational Activity • Decision-making Authority • Operational Knowledge • Education and Experience • Management Experience • Technical Capabilities • Industry Knowledge • Planning Horizon • Influence on Institution • Scope of Measurable Effect • Problems Solved

  10. $ $$$ 10 9 8 7 6 5 4 3 2 1 Steps to Develop a Structure Job Descriptions Market Pricing Salary Structure

  11. Salary Structure Design • Reviewed salary survey reports from industry leaders (CUPA, EduComp, KenexaCompAnalyst) • Factors Considered: • Higher education • Minneapolis metro area (for-profit and not-for-profit companies and government) • If specific cuts not available, looked at broader regionalor national data

  12. University Structure Labor Represented Positions (not included in study)

  13. Athletics

  14. Athletics Coaches, Operations, Athletic Training and Quality Control

  15. Implementation Key Dates and Events • October 13 • Employees receive individual results letters • Start of appeal period • October 15 - Information session for supervisors and employees • November 3 • Employee deadline for appeals • Employee deadline to determine employee group preference, if applicable • November 24 - Notification of appeal results • October 20 - Effective date of new job family structure

  16. Appeal Process • Employee discusses classification result concerns with supervisor • If the supervisor, in discussion with their unit HR Office, supports an appeal, the employee submits the appeal form (with documentation and supervisor signature) to their unit HR office • Unit HR Office reviews and submits appeal information by the deadline of November 3 • Appeal panel of subject matter experts reviews • Appeal results communicated on or before Nov 24 Appeal process information found at z.umn.edu/jobfamilies

  17. Athletics Employee Salary Impact • 167 positions reviewed, • 0 employees outside of the new range • For those below range minimum: Salary brought to the range minimum effective June 2 • For those above the range maximum: Salary frozen for 3 years or until the range catches up to the salary. If still above the range after 3 years, salary will be adjusted to the top of the range.

  18. Employee Group Impact • 158 positions remained in their current employee group • 9 positions moved from P&A to Civil Service • 0 positions moved from Civil Service to P&A

  19. Impact on Employee Benefits • Most employees have option to stay in current employee group. Exception: non-exempt positions will move to civil service. • If employee decides to change employee groups, they may have employee benefits changes. • OHR staff are available to assist these employees in reviewing their options. • Handout information is available today and is also available on the web site.

  20. Fair Labor Standards Act (FLSA)Exemption Status • Non-exemptpositions are not exempt from the overtime pay requirements of the FLSA. -Employees are paid overtime if they work over 40 hours in a work week.  -Advanced supervisor approval of OT is required • Exemptpositions do not receive overtime pay. Fair Labor Standards Act: http://www1.umn.edu/ohr/toolkit/compensation/paypolicy/flsa/index.html#generalflsainfo

  21. AthleticsJob Family Study Results • Total number of positions reviewed: 167 • Distribution by employee group • Civil Service: 12 • P&A: 155 • Labor Represented: 0 • Distribution by type of moves • Civil Service to Civil Service: 3 • Civil Service to P&A: 0 • P&A to Civil Service: 9 • P&A to P&A: 155 • Civil Service to Labor Represented: 0

  22. Additional Information • Project Website with Q&A z.umn.edu/jobfamilies • Civil Service Employee Rules http://www1.umn.edu/ohr/policies/governing/civilrules/. • Administrative Policy for Appointments of Academic Professional and Administrative Employees http://www.policy.umn.edu/Policies/hr/Hiring/APPOINTPA.html • Employee Benefits website http://www1.umn.edu/ohr/benefits/index.html Contact Unit Human Resources orcall 4-UOHR (612-624-8647)

  23. Employee Benefits Resources • Employee Benefits: www.umn.edu/ohr/benefits • Academic Disability Program: www.umn.edu/ohr/benefits/disability/academic/index.html • Vacation and Leave: www.umn.edu/ohr/benefits/leaves/vacation/index.html • Minnesota State Retirement Plan: www.msrs.state.mn.usor www.umn.edu/ohr/benefits/events/index.html#msrs • Faculty Retirement Plan (P&A): www.umn.edu/ohr/benefits/retiresave/frp/index.html Questions? Contact Employee Benefits at 4-UOHR (612-624-8647) or benefits@umn.edu

  24. Thank you!Questions?

More Related