strategic staffing & compensation your nu values partner …

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Strategic Staffing & Compensation

Your NU Values Partner…

“Committed to understanding and delivering value-added customer service that contributes

to our customers’ overall success”

ManagersSupervisors

HumanResources

ManagersSupervisors

HumanResources

November, 2005

Presented by:Jen Maly

Alice Weyant

NU ValuesNU Values

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ManagersSupervisors

HumanResources

ManagersSupervisors

HumanResources

AgendaAgenda

Welcome NU Values Overview Update on Implemented Job Families What’s Next? Compensation Administration

- Policy & Procedure NU Values Site Questions

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What is NU Values?

A system that will provide a comprehensive yet flexible approach to job analysis and classification, career development, performance management and the way that compensation is delivered throughout the University of Nebraska.

NU ValuesNU Values

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• “…create a more flexible and efficient classification and compensation system….”

• “…improved linkage between pay and performance.”

• Establish relevance to market• Maximize user understanding and support• Incorporate technology

NU ValuesNU ValuesObjectivesObjectives

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NU ValuesNU ValuesCompensationCompensation

Cost Effective

ExternalEquity

LegalCompliance Administrative

Consistency

PerformanceOrientation

CompensationCompensation ObjectivesObjectives

InternalEquity

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MarketSurveys

“Relevance”

JobDocumentation“Job Analysis”

Job Evaluation“Job

Families”

Pay Structures“Bands”“Zones”

“Benchmarks”

Performance Leadership

“ValuedBehaviors”

ManagersSupervisors

HumanResources

CompensationCompensationInfrastructureInfrastructure

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Groupings of related jobs with common

vocations/professions that have similar

market characteristics, related valued

behavior, continuum of knowledge,

skills and abilities.

Job FamilyJob Family

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- Advising, Career & Student Services

- Educational & Outreach Programs

- Facilities Planning & Operations

- Administrative & Business Operations

- Food Service & Dietary

- Healthcare

- Information Technology

- Library Services

- Materials Management & Print Production

- Museum & Arts

- Public Relations, Marketing & Development

- Public Safety

- Research & Agriculture

- Sports & Recreation

- Television, Radio & Video Production

Job FamilyJob Family

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22 Respected Survey Sources

– National– Regional– Local– Healthcare– Non-healthcare

Summarized collection of data from several sources.

Market PricingMarket Pricing

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• Commonly used in the industry and clearly recognizable by their responsibilities, duties, and qualifications.

• Relevant and competitive market pay data is available and used in the development of a pay range.

Market PricingMarket Pricing Benchmark JobBenchmark Job

Dental Assistant

Survey SourcesMarket Relevant Data

Aggregate Average

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Reflects competitive and market relevant pay levels.

Benchmark RangeBenchmark Range

Market Relevant “Competitive Range”

Minimum 33rd Midpoint 67th Maximum

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- Minimal Qualifications

- Less Competence

- “Trainee” Incumbents

- Exceeds Qualifications

- Consistently Exceeds Performance Expectations

- Unique Individual

Qualifications

- Industry “Expert”Minimum Maximum

Competitive Range

- Fully Qualified

- Fully Competent

33% 67%

Competitive RangeCompetitive Range

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Job groupings that share common characteristics in the execution of the job responsibilities.

Zone Assignment Factors:

- Knowledge, Skills, Ability- Problem Solving & Decision Making- Interactions- Nature of Supervision- Impact

Zone Zone

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$ $Job Family Pay “Band”

Specialist Assistant Associate Senior

Job Category “Zone”

Job Relevant “Benchmark Range”

Pay StructurePay StructureJob PlacementJob Placement

Therapy Asst

Dental Asst Specialist

Clinic Technician

LPN

Recr Therapist

Nurse Clinical CRNA

Physician Asst

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NU Values NU Values AccomplishmentsAccomplishments

• Flexible and efficient• Pay and performance• Relevance to market• User understanding • Technology

NU Values FINAL PHASE

ManagersSupervisors

HumanResources

ManagersSupervisors

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NU VALUES

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NU ValuesNU Values UpdateUpdate

Healthcare

Information Technology

Library Services Materials Management &

Print Production

Public Safety Research & Agriculture Television, Radio & Video

Production

PHASE I

PHASE II

Market Data Updated

Salary Structures Revised

for 7/1/2005

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NU ValuesNU Values What’s NextWhat’s Next

Advising, Career & Student Services

Educational & Outreach Programs

Facilities Planning & Operations

Administrative & Business Operations

Food Service & Dietary Museum & Arts Public Relations, Marketing & Development

Sports & Recreation

PHASE III

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NU ValuesNU Values Phase IIIPhase III

U-Wide NU Values Team:­ Market Pricing

­ Zone Assignments

­ Benchmark Ranges

­ Salary Structures

­ Preliminary Job Assignments

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NU ValuesNU Values Phase IIIPhase III

December 2005 • Validation of Preliminary Job Assignments with

Business Units/Departments

January 2006• SAP Upload of NU Values Job Assignments

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Compensation AdministrationCompensation Administration

Policy 1007Procedure 1007P

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Scope:

– Applicable to all UNMC Office/Service and Managerial/Professional positions.

Administration:

– UNMC Director, Strategic Staffing and Compensation

Compensation Administration Compensation Administration Procedure 1007PProcedure 1007P

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Compensation Administration Compensation Administration Procedure 1007PProcedure 1007P

Classification Related Activity:

– Changes in job content value

Employee Related Activity:

– Changes in the characteristics of the employee

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Salary GuidanceSalary GuidanceFactors to ConsiderFactors to Consider

Qualifications (past experience/education).

Previous work record (performance contributions).

Pay levels of incumbents in comparable jobs.

Market Pay Levels.

Pay History.

Total Cash Compensation (base pay, stipends).

Department budget/fiscal resources available.

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Classification Classification Related ActivitiesRelated Activities

Advancement Promotion Additional Responsibilities End Additional Responsibilities Demotion Voluntary Reduction

Job ContentPersonal InteractionsSupervisionResponsibility/Impact

Skills/AbilitiesPhysical Demands

Position Profile

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Classification Classification Related ActivitiesRelated Activities

Advancement:

– Reassigned to a job classification in a higher (greater than 5% midpoint difference) benchmark range.

Promotion:

– Reassigned to a job classification in a different zone within any job family,

– Midpoint differences are greater than 5%

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Specialist Zone

AssistantZone

AssociateZone

Senior Zone

Classification Classification Related ActivitiesRelated Activities

PromotionAdvancement

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Classification Classification Related ActivitiesRelated Activities

Additional Responsibilities:

– Change in pay level based on increased job content value.

– Note: Job content value is not significant enough to warrant a change in benchmark range.

End Additional Responsibilities:

– Completion of a temporary increase in job content value.

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Classification Classification Related ActivitiesRelated Activities

Demotion:

– Reflects an employee’s less than acceptable performance in current job.

– Reallocates job classification to a lesser (more than 5% below current midpoint) benchmark range, regardless of resulting zone assignment or job family.

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Classification Classification Related ActivitiesRelated Activities

Voluntary Reduction:

– Employee accepts or requests a decrease in job content value that is not related to performance.

– Reallocates job classification to a lesser (more than 5% below current midpoint) benchmark range, regardless of resulting zone assignment or job family.

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Employee Employee Related ActivitiesRelated Activities

Trainee Probationary Performance Annual Internal External Lateral Move

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Employee Employee Related ActivitiesRelated Activities

Trainee:

– Change in pay level within 12 months or less of employment, while designated as a trainee.

Probationary:

– Change in pay level for an Office/Service employee upon completion of original probationary period.

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Employee Employee Related ActivitiesRelated Activities

Performance:

– Change in pay level based on individual performance contributions in current job.

Annual:

– Change in pay level associated with the legislative appropriations process and action from the Board of Regents.

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Employee Employee Related ActivitiesRelated Activities

Internal:

– Change in pay level based on campus specific factors

External:

– Change in pay level based on factors outside of the campus

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Employee Employee Related ActivitiesRelated Activities

Lateral Move:

– Employee accepts a reassignment to a different job classification.

– Reallocates job classification to a comparable (within 5% midpoint difference) benchmark range, regardless of resulting zone assignment or job family.

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NU ValuesNU Values ResourcesResources

nuvalues.unmc.edu

Strategic Staffing & CompensationYour NU Values Partner…

“Committed to understanding and delivering value-added customer service that contributes

to our customers’ overall success”

ManagersSupervisors

HumanResources

ManagersSupervisors

HumanResources

36

NU ValuesNU ValuesDiscussionDiscussion

ManagersSupervisors

HumanResources

ManagersSupervisors

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Thank you

Questions…