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UTSA Classified Staff Promotion Tool

UTSA Classified Staff Promotion Tool. HR-Compensation. UTSA Classified Staff Promotion Tool. Purpose: The base pay increase/promotion tool is designed to assist managers in making pay decisions when moving classified employees to higher level positions through progression or promotion. .

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UTSA Classified Staff Promotion Tool

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  1. UTSA Classified Staff Promotion Tool HR-Compensation

  2. UTSA Classified Staff Promotion Tool Purpose: The base pay increase/promotion tool is designed to assist managers in making pay decisions when moving classified employees to higher level positions through progression or promotion.

  3. UTSA Classified Staff Promotion Tool Benefits: • Serves as education for managers who need guidance on amount of increase to offer. • Enables managers to have advance information on Compensation guidance – prior to VP approval. • Over time, audit requests should be more standardized, resulting in a more streamlined audit process.

  4. UTSA Classified Staff Promotion Tool Key tool features • Salary increase recommendations are given for promotions and progression after managers enter: • Employee salary • Current job • New job • Guiding principle: increases are stronger for employees lower in the new salary range and/or promoted into higher grades. • A modeling tool allows managers to test different scenarios. • Special cases have additional guidance for managers. HR will continue to review A&P promotional increases

  5. UTSA Classified Staff Promotion Tool What criteria were used in developing guidance? • Employee pay in the new salary range (quartile). • Number of grades between jobs. • Grade level of new job. • Decisions within guidance should be based on • Education and work experience. • Degree of new and additional responsibilities assumed. • Budget constraints. • Peer pay data.

  6. UTSA Classified Staff Promotion Tool Salary Increase Guidance: Grades 50-58 Salary Increase Guidance: Grades 59-64

  7. UTSA Classified Staff Promotion Tool Is this affordable? The University is within or above this guidance now.

  8. UTSA Classified Staff Promotion Tool Why are there exceptions to the promotion guidance? • Low starting rates when highly skilled employees are hired into low level jobs. • Increase in responsibilities is very significant. • Overall salary growth has been moderate. • Inconsistency of promotion in multi-level jobs. • Small historical merit increases. • The market has moved faster than UTSA salaries. • Some financial and technical disciplines have seen strong pay growth.

  9. UTSA Classified Staff Promotion Tool How do projected increases relate to changes in market pay?

  10. UTSA Classified Staff Promotion Tool What has actually happened when employees were promoted? Source: Promotion data 2006-2007 (YTD)

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  12. UTSA Classified Staff Promotion Tool Next steps: • Make tool available to managers through UTSA web site. • Offer training opportunities on how to use the tool. • Provide complete instructions on the web for just-in-time training.

  13. UTSA Classified Staff Promotion Tool Backup follows

  14. UTSA Classified Staff Promotion Tool 151 job changes analyzed Compliance is highest for progression from grades 50-55.

  15. UTSA Classified Staff Promotion Tool 151 job changes analyzed Recommended guidance is 29% more aligned with practice.

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  20. UTSA Classified Staff Promotion Tool How are promotions handled outside UTSA? It varies considerably. • University practice: no consistent practice, little guidance available for managers, amount generally controlled by Compensation. • System: simple matrix used by Compensation for reclassifications, considering using one for promotions. • UT Arlington: broad guidance with no merit eligibility for some employees for six months. • Other UT affiliates: generally broad guidance with limitations on increase amounts. • General industry: • Valero: Compensation recommends a standard range for all promotions, but the business ultimately makes the decision. • USAA: Managers use an online tool with guidance to determine increase, which they enter directly into HRIS system. • Tesoro: Managers contact Compensation for increase amount. • Wells Fargo: Managers make decision with or without Compensation with no guidance provided.

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