Library HR Forum: New Pay Plan for Classified Employees

1. Library HR Forum:New Pay Plan for Classified Employees June 17, 2009

2. Overview • Title Conversion • Career Service Pay Plan (Pay Grid) • Differentials • Initial (Partial) Implementation • Accessing Future Pay

3. Collapsing of Titles • LAT II and III are now Library Technician • LS I and II are now Library Supervisor • Admin Sec and Admin Asst I are now Administrative Specialist III • Some positions set by OPM do not match University of Arkansas • Administrative Assistant II • Supervisors and subordinates in same title/grade

4. Title/Grade Conversions

5. Title/Grade Conversions (continued)

6. Pay Grid Definitions • Entry: Minimum entry salary rate for classifications assigned to the career service pay plan • Base: Maximum entry salary for classifications assigned to the career service pay plan • Midpoint: Rate of pay midway between the base pay level and maximum pay level established for each grade • Maximum: Highest authorized level of pay for a pay grade • Career Service: Salary level established on career service pay plan in a grade which is authorized only for current employees who meet established eligibility criteria

7. Pay Grid • Hiring Minimums will be ranges based on lowest paid employees in that grade • Library Technician (LAT II and III) and Administrative Specialist II (Sec II) • State minimum $21,827…Hiring minimum $20,140 • Labor Markets • Must be re-established • Exception is prevailing wage apprenticeship for skilled trades worker per special legislation • COLA: None in 2009, but included in 2010(if funded) • Merit: Continues for July, August, and September • Based on hire date

8. Career Service Pay Plan

9. Differentials • Cumulative total cannot exceed 25% of employee’s base salary • Shift Differential • Hazard Pay • Professional Certification • Degree Completion (Educational) • Geographic Index • Language

10. Shift Differentials • Currently have one shift differential • New plan changes to two shift differentials • New shift differential hours: • 3:00 p.m. to 12:00 a.m. (Evening) – 6% • 11:00 p.m. to 8:00 a.m. (Graveyard) – 12% • Awaiting further policy clarification

11. Hazard Pay Differential • Increased risk of personal physical injury can occur due to position’s location, facility, or services provided • Employee is exposed to clear, direct, and unavoidable hazards at least 50% of work time. • Employee cannot already be compensated for hazardous exposure • Hazard pay differential is 6% • Example: Public Safety Officer

12. Professional Certification Differential • Plan must be created for approval • Professional Certification differential is 6% • Recognized professional certifying organization • Certification must be directly related to the position • Certification cannot be a minimum requirement for the position • Certification must be obtained after plan is implemented and must remain current • Documentation is required

13. Education Differential • Plan must be created for approval • Education differential is 6% • Degree must be directly related to the position • Degree must be from an accredited institution of higher education • Documentation is required • Degree cannot be a minimum requirement for the position

14. Geographic Index Differential • Northwest Arkansas area competitive wages are different than other areas of the state • Similar to Labor Market • Addresses the inability to recruit and retain certain employees in specific geographical area of state (Delta region) • Geographic Area differential is 6%

15. Second Language Differential • Must be directly related to job • Requires a demonstrated ability and skill to communicate in a language other than English, including American Sign Language • Second Language differential is 10%

16. Lump Sum Payments • For employees whose salary exceeds new maximum level or new career level • Monthly salary will remain unchanged • On June 30, 2010, will receive lump sum payment for pay plan increase • Must still be employed by University of Arkansas

17. Position Changes • All position changes (promotion, demotion, or reclassification) are 10% or new hiring minimum (whichever is higher) • Reclassification resulting in a lower grade will not reduce employee’s salary

18. Initial Implementation • Based on cumulative service on June 30, 2009: <2 years +0.50% 2-5.99 years +0.75% 6-10.99 years +1.00% 11-15.99 years +1.25% 16-20.99 years +1.50% 21-25.99 years +1.75% 26-30.99 years +2.00% 31-35.99 years +2.25% 36+ years +2.50%

19. Initial Implementation • Advantages of Length of Service Adjustments: • Allows for a better distribution of employees within assigned grades • Eliminates many potential salary inequities • Recognizes the service contribution of career employees

20. Initial Implementation • Appropriate percentage will be calculated and added to current salary • If amount puts salary above entry rate for position grade, calculated salary becomes new salary • If amount is less than entry for grade, then percentage calculation is disregarded and difference in current salary and new entry rate is divided in half, and that half is added to current salary

21. Example: Pay Plan Implementation Current Employee Information Half Implementation 1/2 of (Entry Years of Current Adjusted Entry Less Less Final Incumbent Title Grade Entry Service Salary % Adj. Salary To Entry? Current Current) Salary Employee A Library Technician C109 21,827 8Y 6M 20,000 1.00% 20,200 N 1,827 914 20,914 * Employee B • Library Technician C109 21,827 27Y 4M 22,000 2.00% 22,440 Y 22,440 Employee C Administrative Specialist III C112 25,268 11Y 3M 27,000 1.25% 27,338 Y 27,338 Full Half Cumulative Years of Service *Current + 1/2 (Entry Less Current) 1.00% 0.50% LESS THAN 2 YEARS 1.50% 0.75% 2 TO 5.99 YEARS 2.00% 1.00% 6 TO 10.99 YEARS 2.50% 1.25% 11 TO 15.99 YEARS 3.00% 1.50% 16 TO 20.99 YEARS 3.50% 1.75% 21 TO 25.99 YEARS 4.00% 2.00% 26 TO 30.99 YEARS 4.50% 2.25% 31 TO 35 .99YEARS 5.00% 2.50% 36 AND MORE YEARS Half Implementation Example

27. Summary • Career Service Pay Plan • http://libinfo.uark.edu/webdocs/humanresources/ClassifiedPayPlan2009-2010.pdf • Some positions will be reviewed after implementation • Exempt/Non-Exempt Status • Campus HR Forum • June 18th, 2:00 Poultry Sci Auditorium, Rm A-211 • Campus HR presentation http://hr.uark.edu/classcomp/payPlanFiles/HR%20Forum%20Pay%20Plan%20Final.pptx