Strategic Staffing & Compensation Your NU Values Partner …

1. SAP Human Resources PAF User Group Strategic Staffing & Compensation Your NU Values Partner… Organizational Change Action Rate/Salary Change Action November, 2005 “Committed to understanding and delivering value-added customer service that contributes to our customers’ overall success”

2. Agenda - NU Values Overview - Organizational Change Action - Rate/Salary Change Action - Reasons & Codes (Old & New) - Helpful Hints - Q& A

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

6. NU ValuesJob Families - 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

7. NU ValuesWhat’s in a Job Family? Zone - Job groupings that share common characteristics in the execution of the job responsibilities. Benchmark - Reflects competitive and market relevant pay levels.

8. Job Relevant “Benchmark Range” Assistant Associate Specialist Senior $ $ Job Category “Zone” Job Family Pay “Band” NU ValuesPay Structure

9. Organizational Change Action Is processed when there is a change to a position (IT0001 Organizational Assignment) that results in any of the following changes: • moving from one job code to another, • moving from one benchmark range to another (PS Group), • moving from one organizational unit to another, • changing the employee subgroup, • changing a working title. Note: An Organizational Change Action may include a salary rate change.

10. Organizational Change ActionCompetitive vs. Non-competitive Competitive: • Reassignment to a classification resulting from recruitment or search conducted for a new or vacated position. Non-competitive: • Reassignment to a classification resulting from an evaluation of currently assigned classification (No recruitment or search is conducted).

11. Organizational Change ActionReasons - Advancement - Promotion - Lateral - Demotion - Voluntary Reduction

12. Organizational Change ActionReasons Advancement: • Classification to a higher benchmark range within a given zone based on a significant increase in job content value. Promotion: • Classification to a higher zone based on a significant increase in job content value.

13. Organizational Change ActionReasons Promotion Advancement Assistant Zone Associate Zone Specialist Zone Senior Zone

14. Organizational Change ActionReasons Lateral: • Reassigned to a job classification which is allocated to the same benchmark range in the current job family, or • Reassigned to a job classification in a different job family where the new benchmark range midpoint is within 5% of the current benchmark range midpoint.

15. Organizational Change ActionReasons Demotion: • Reflects an employee’s less than acceptable performance in the current job. • Reassigned to a job classification which is allocated to a lesser benchmark range in the current job family, or • Reassigned to a job classification in a different job family where the new benchmark range midpoint is greater than 5% below the current benchmark range midpoint.

16. Organizational Change ActionReasons Voluntary Reduction: • Employee accepting or requesting a decrease in job content value that is not related to performance. • Reassigned to a job classification which is allocated to a lesser benchmark range in the current job family, or • Reassigned to a job classification in a different job family where the new benchmark range midpoint is greater than 5% below the current benchmark range midpoint.

17. Rate/Salary Change Action Is processed when there is a change to an employee’s pay with no changes to IT0001 (Organizational Assignment). - Trainee - Probationary - Additional Responsibilities - End Additional Responsibilities - Performance - Annual - Internal - External

18. Rate/Salary Change ActionReasons Trainee: • Change in pay level within 12 months or less of employment, while designated as a trainee. Probationary: • Change in pay level for Office/Service employees upon completion of original probationary period.

19. Rate/Salary Change ActionReasons Additional Responsibilities: • Change in pay level based on increased job content value (Note: job content value is not significant enough to warrant an Advancement or Promotion). End Additional Responsibilities: • Completion of a temporary increase in job content value.

20. Rate/Salary Change ActionReasons 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.

21. Rate/Salary Change ActionReasons Internal: • Change in pay level based on campus specific factors External: • Change in pay level based on factors outside of the campus

22. “Committed to understanding and delivering value-added customer service that contributes to our customers’ overall success” NU Values Resources nuvalues.unmc.edu Strategic Staffing & Compensation Your NU Values Partner… Alice Weyant - 95913 aweyant@unmc.edu Jen Maly - 94102 jmaly@unmc.edu

23. NU Values Discussion Thank youQuestions…