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Classification & Compensation
A Liaison’s Guide
Lee Starnes Classification & Compensation Analyst
Classification & Compensation
979.845.8482
http://employees.tamu.edu/compensation
03/04/2014
Human Resources | Page 2 HR Liaison Network - 03/04/2014
• What is Class & Comp?
• Classified Vs. Nonclassified Titles
• Creating a New Position
• Reclassifying an Existing Position
• Common Mistakes
• Concerns From Previous Audits
What We Will Cover Today
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• The unit within the Human Resources department that
serves as the point of contact for departments and
administers compensation issues for non-faculty (staff
positions) such as:
• Creating new budgeted positions
• Reclassifying/Re-titling existing positions
• Salary or pay rates when filling new or vacant positions
• Working time and overtime exemption issues
• Other types of salary changes
What is Class & Comp?
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• Classified Titles:
• Include generic descriptions for each title
• Include minimum pay rates for each title
• Almost always FLSA Non-Exempt (hourly pay)
• Non-Classified Titles:
• Include generic descriptions for some (few) titles
• Pay ranges fluctuate (except career ladder titles)
• Almost always FLSA Exempt (monthly pay)
Classified Vs. Nonclassified Titles
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• Career Ladder Titles:
• May include Classified and/or Nonclassified titles
• Established minimum salary rate or range
• Hiring rates follow guidelines of Classified or Nonclassified,
depending on which is appropriate
Career Ladder Titles
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• Classified: Must create and post at title minimum rate.
• Department Head can approve up to 10% above minimum with
superior candidate qualifications at point of hire.
• Nonclassified: Must use HR Approved Rate (contact
Class & Comp for range)
• ANY amount above HR-Approved rate requires justification and
approval from appropriate VP/Designee
• Career Ladder: Must create and post at title minimum
rate or approved range.
• Follow Classified or Nonclassified rules for hiring at greater rate,
depending on the title.
Hiring Rates
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• Department head wants to post at a higher minimum
because he/she thinks the minimum is too low
• The last person in the position was budgeted at 40%
more than the minimum rate, and the supervisor wants
to post and fill at the last budgeted rate
• Department requested and received approval for a
higher minimum rate from their VP/Dean or designee
prior to vacancy posting
Situations That Do Not Justify Higher
Pay For Classified Positions
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• Pay attention to equity issues, especially with
Nonclassified titles.
• Using the last budgeted rate allows some flexibility if the position
has not been reclassified, but use with discretion.
• Departments can use new hires as an opportunity for salary
savings and to give a new employee room for advancement.
• Equity issues can land the university in trouble with
organizations such as the EEOC or the OFCCP.
Inequities found during audits will yield questions
directed towards supervisors and departments where it
exists.
Equity Concerns
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• Required approvals and requested information to create
a new position
• Director or above (varies by dept.)
• Position Description
• Organization Chart!
• Submit to HR Classification & Compensation unit for job
analysis
• Title and salary rate approved and email notification sent
out to HR Liaison
• Department submits posting to Recruitment to post
Creating a New Position
Human Resources | Page 10 HR Liaison Network - 03/04/2014
• Required approvals and requested information to
reclassify a position
• Director or above (varies by dept.)
• Significant differences between current duties and proposed
duties
• Organization Chart and Resume!
• Degree Verification (if relevant)
• Submit to HR Classification & Compensation unit for job
analysis
• When approved, email notification sent to HR Liaison
Reclassifications
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International Faculty & Scholar Services
Any change in salary , qualifications, or duties for a position being
performed by a foreign national employee must be reviewed first by
International Faculty & Scholar Services.
Human Resources | Page 12 HR Liaison Network - 03/04/2014
• Qualifications written in the wrong section
• No time estimates in equipment section
• “Related Field”
• Unconfirmed salary for Non-classified positions
• Duties not separated enough
• “Related Duties”
• Supervisory duties not indicated
• “Discretion & Independent Judgement”
• Job duties don’t add up to 100%
Common Mistakes During New
Positions & Reclassifications
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• PDs not kept current or updated
• No record of employee reviewing PD within the first 30
days of employment
• No evidence that PD had been reviewed during annual
performance evaluation process
• Minimum required qualifications on PD didn’t match the
employee’s qualifications
• Proper classification via Fair Labor Standards Act (FLSA)
• Salary guidelines not followed
Compliance Concerns of Past Audits
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Questions?
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Classification &
Compensation
Office
979.845.4170
Michelle Steedly – Manager, Class & Comp
979.862.3904 | [email protected]
Lee Starnes – Class & Comp Analyst
979.845.8482 | [email protected]
Patti Tidwell – Sr. Class & Comp Analyst
979.862.4394 | [email protected]
John Williams – Sr. Class & Comp Analyst
979.845.1466 | [email protected]
Sylvia Coburn – PATH Administrator
979.862.1016 | [email protected]
Contact Information