Strategic Staffing & Compensation Your NU Values Partner …

1. NU Values November, 2005 Presented by: Jen Maly Alice Weyant Strategic Staffing & Compensation Your NU Values Partner… “Committed to understanding and delivering value-added customer service that contributes to our customers’ overall success”

2. Agenda • Welcome • NU Values Overview • Update on Implemented Job Families • What’s Next? • Compensation Administration - Policy & Procedure • NU Values Site • Questions

3. NU Values 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.

4. NU ValuesObjectives • “…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

5. NU ValuesCompensation Cost Effective Internal External Equity CompensationObjectives Equity Legal Administrative Compliance Consistency Performance Orientation

6. Managers Supervisors Partners Human Resources Market Surveys “Relevance” CompensationInfrastructure Job Evaluation “Job Families” Job Documentation “Job Analysis” Pay Structures “Bands” “Zones” “Benchmarks” Performance Leadership “Valued Behaviors”

7. Job Family Groupings of related jobs with common vocations/professions that have similar market characteristics, related valued behavior, continuum of knowledge, skills and abilities.

8. Job Family - Advising, Career & Student Services - Administrative & Business Operations - Materials Management & Print Production - Educational & Outreach Programs - Museum & Arts - Facilities Planning & Operations - Public Relations, Marketing & Development - Food Service & Dietary - Public Safety - Healthcare - Research & Agriculture - Information Technology - Sports & Recreation - Library Services - Television, Radio & Video Production

9. Market Pricing • Summarized collection of data from several sources. • 22 Respected Survey Sources • National • Regional • Local • Healthcare • Non-healthcare

10. Aggregate Average Dental Assistant Survey Sources Market Relevant Data Market PricingBenchmark Job • 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.

11. Minimum 33rd Midpoint 67th Maximum Market Relevant “Competitive Range” Benchmark Range • Reflects competitive and market relevant • pay levels.

12. Competitive Range - Exceeds Qualifications - Consistently Exceeds Performance Expectations - Unique Individual Qualifications - Industry “Expert” - Minimal Qualifications - Less Competence - “Trainee” Incumbents - Fully Qualified - Fully Competent 33% 67% Minimum Maximum Competitive Range

13. Zone 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

14. Job Relevant “Benchmark Range” LPN Nurse Clinical CRNA Dental Asst Specialist Physician Asst Recr Therapist Clinic Technician Therapy Asst Assistant Associate Specialist Senior $ $ Job Category “Zone” Job Family Pay “Band” Pay StructureJob Placement

15. NU VALUES NU Values Accomplishments • Flexible and efficient • Pay and performance • Relevance to market • User understanding • Technology

16. Market Data Updated Salary Structures Revised for 7/1/2005 NU ValuesUpdate PHASE I • Healthcare • Library Services • Materials Management & Print Production PHASE II • Information Technology • Public Safety • Research & Agriculture • Television, Radio & Video Production

17. Advising, Career & Student Services NU ValuesWhat’s Next PHASE III • Administrative & Business Operations • Educational & Outreach Programs • Facilities Planning & Operations • Food Service & Dietary • Museum & Arts • Public Relations, Marketing & Development • Sports & Recreation

18. NU ValuesPhase III • U-Wide NU Values Team: • Market Pricing • Zone Assignments • Benchmark Ranges • Salary Structures • Preliminary Job Assignments

19. NU ValuesPhase III • December 2005 • Validation of Preliminary Job Assignments with Business Units/Departments • January 2006 • SAP Upload of NU Values Job Assignments

20. Compensation Administration • Policy 1007 • Procedure 1007P

21. Compensation Administration Procedure 1007P Scope: • Applicable to all UNMC Office/Service and Managerial/Professional positions. Administration: • UNMC Director, Strategic Staffing and Compensation

22. Compensation Administration Procedure 1007P Classification Related Activity: • Changes in job content value Employee Related Activity: • Changes in the characteristics of the employee

23. Salary GuidanceFactors 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.

24. Classification Related Activities Position Profile Job Content Personal Interactions Supervision Responsibility/Impact Skills/Abilities Physical Demands • Advancement • Promotion • Additional Responsibilities • End Additional Responsibilities • Demotion • Voluntary Reduction

25. Classification Related 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%

26. Classification Related Activities Promotion Advancement Assistant Zone Associate Zone Specialist Zone Senior Zone

27. Classification Related 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.

28. Classification Related 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.

29. Classification Related 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.

30. Trainee Probationary Performance Annual Internal External Lateral Move Employee Related Activities

31. Employee Related 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.

32. Employee Related 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.

33. Employee Related Activities Internal: • Change in pay level based on campus specific factors External: • Change in pay level based on factors outside of the campus

34. Employee Related 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.

35. “Committed to understanding and delivering value-added customer service that contributes to our customers’ overall success” NU ValuesResources nuvalues.unmc.edu Strategic Staffing & Compensation Your NU Values Partner…

36. NU Values Discussion Thank youQuestions…