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University of Maine System

University of Maine System Hourly Employees Classification and Compensation Program (HECCP) Overview. Goals. Building a better system HECCP Goals Fair and sensible pay system Competitive with other employers (market based) Valid and reliable Attract, retain and motivate

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University of Maine System

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  1. University of Maine System Hourly Employees Classification and Compensation Program (HECCP) Overview

  2. Goals Building a better system HECCP Goals Fair and sensible pay system Competitive with other employers (market based) Valid and reliable Attract, retain and motivate Support UMS mission and programs HECCP Development – Extensive employee and Union input HECCP Results Simplified broad classifications with clearly distinguished levels Job families and potential career paths documented Flexible to support organizational change

  3. HECCP Terminology DBM (Decision Band Method): The use of levels of decision making responsibility to establish a classification structure. Decision making is common to all jobs and measurable. Classification System: The arrangement of all of the classifications used by UMS, together with the classification specifications. A classification system is a method of describing and naming work performed in an organization. It provides a structure or framework for understanding how jobs relate to one another, the business reasons for positions, and a sensible hierarchy of related jobs that work together under the same classification title. Classification Family: A set of classifications which are closely related to one another but reflect increasing levels of decision-making, responsibility, accountability, and training/education requirements. Example:Facilities Maintenance and Food Service Classification: A body of work performed by a group of positions with similar jobs at a similar level of responsibility. This is described by a classification specification, which provides a more generalized description of work than conventional position descriptions that detail work performed by individual employees. Example: Facilities Maintenance Worker and Lead Facilities Maintenance Worker Career Level: Established for classifications that exhibit a significant range of responsibility, decision making authority, autonomy, complexity or other job related characteristics, but did not require a separate classification Example: Career Level 1 and Career Level 2 Allocation: The process by which individual employees are assigned to a specific classification family, classification and, if applicable, a specific career level.

  4. Market Based Market Pricing: The technique of gathering wage data on the "going rate" (i.e., prevailing wage) for benchmark jobs in the relevant labor market. The relevant labor market for the HECCP is the State of Maine.

  5. JOB CLASSIFICATION EVALUATION Every job classification was evaluated based on the decisions employees in that classification made Three-step process ensures fair and equitable salaries The value of a job should reflect the impact of the job on the campus/UMS The impact of a job is directly related to the decision-making requirements of the job Decision-making is common to all jobs Decision-making is measurable

  6. Job Classifications- What Does your Allocation Mean? New classification structure developed: • Provides more information about work performed by each classification • Clearly related to market • Creates classification families with distinct characteristics • Introduces career levels to provide more within-class job growth opportunity for employees • Resulting in: • 25 Job families • 56 Job classifications • 86 career levels • Each employee’s position has been allocated to a job family, a job classification within that family, and in some cases a career level within that classification

  7. Every Classification Describes Level of decisions made Direction received/provided Major typical responsibilities Typical education/training needed to do the job Work experience needed to do the job

  8. Implementation Appeals Process • Employees can appeal if they believe their job family, job classification, or career level is incorrect. • Implementation appeals are vital to modify structure if needed (e.g., add a new job classification) as well as ensure proper allocation decisions Service and Maintenance Unit: • Step 1-Campus HR – deadline, October 22, 2012 • Step 2- Joint-Panel – Labor and Management Representatives • Step 3- Third Party Neutral • All appeals panelists trained in HECCP allocation

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