IT Classification Pilot

New TEAMS classifications for Information Technology positions at the

Kris Pagenkopf, Classification and CompensationSusan Simpson, Central Employment CenterDivision of Human Resources

OverviewCurrent class specifications are over 10 years oldIT workplace has changed significantly Recruitment and retention of IT talent has been a problemNeed for class revision long overdue

OverviewTEAMS pay plan afforded opportunity to correct deficiencies in IT classifications and recruitingProvost’s office appointed a committee composed of IT professionals to develop a new, more responsive scheme for classifying IT positions

OverviewNew classification series based upon level of expertise and disciplineSeven classifications From Entry to Principal

Pay grades based upon University environment and marketRecruiting flexibility to allow a broader range of applicants to be considered

OverviewAvailable May 15Approved for six monthsNew classifications available only for newly established and vacant positionsAll hires will be TEAMS employeesDuring pilot, current employees may not be reclassified into new classifications

Classification InformationSeven new class specifications developed with attributes unique to IT Entry Intermediate Practitioner Specialist Expert Senior Principal

Minimum QualificationsSeven new class specifications developed with attributes unique to IT Entry High school diploma Intermediate HS plus 1 year of any combination

of experience, education or certification

Practitioner HS plus 2 years of any combination Specialist HS plus 3 years of any combination Expert HS plus 4 years of any combination Senior HS plus 5 years of any combination Principal HS plus 6 years of any combination

Minimum QualificationsDegree field should be relevant to positionAny combination of education and experience may count toward required minimum qualificationsCertifications may count toward required experience

DisciplinesDeveloped to:

Reflect the market changes in IT specialty areasProvide additional information for the job classification efforts

DisciplinesApplicationsBusinessDataNetworkResearchSupportSystems See your handout for

more information

Pay ScalesMinimum starting pay: Entry: $8.00 ($16,704) Intermediate: $9.57 ($19,982) Practitioner: $11.67 ($24,367) Specialist: $13.88 ($28,981) Expert: $34,756 Senior: $41,943 Principal: $49,860

Expected starting salary

range should be advertised

and may be above the minimum

Other Pay Issues/Retirement

Entry-Specialist positions All are non-exempt (eligible for overtime at

1 ½ times regular rate of pay) Eligible for on-call pay All are eligible for FRS or PEORP

Expert-Principal positions All are exempt (no overtime provisions) Not eligible for on-call pay All are eligible for ORP, FRS, or PEORP

Classification InformationPosition described on new form Submitted through administrative channels Reviewed and classified by Classification &

Compensation

Use of “Working Title” as suggested by examples in IT committee reportAdvisory review by members of IT committee

Recruiting and HiringHow positions are advertisedHow to applyScreening and referral proceduresJob offer

Advertising ProceduresBoth non-exempt and exempt positions Post in Position Vacancy Announcement (PVA)

system For a minimum of seven days

May post one specific title Such as practitioner

May post a series of three consecutive titles Example: Intermediate, practitioner, expert Minimum qualifications listed will be those of

lowest title in series

Application ProceduresApplicants will apply using a cover letter and resume If the position is non-exempt or the series includes a non-exempt title, Central Employment will contact applicants to obtain a Non-Exempt Employment Application

Screening & Referral Procedures

All applicants who meet minimum qualifications will be forwardedIf a series is used, all applicants who meet requirements for lowest level position will be forwarded

Job OfferIf one specific position was advertised, job offer will be made at that levelIf a series was advertised, the department may offer at any level as long as applicant meets the minimum requirementsSalary offered has to be at or above established minimum

Retention Compensation to retain and reward employees accomplished using:

Special Pay Increases Increased responsibilities Market conditions/exterior counter-offers Acquisition of skills or training Performance

Bonuses (lump-sums) Special projects Productivity/goal achievement

Evaluation of IT PilotAt end of six monthsTBA

More InformationVisit the web:

http://www.hr.ufl.edu/departmental/itplan.htm

See packet for: Position classifications, disciplines, &

working titles Copy of new position description form Competency matrix Requirements, pay, class codes & FLSA

information

More InformationClassification and Compensation help 392-1213 Kris Pagenkopf, kris-pagenkopf@ufl.edu

Recruiting and hiring help, contact Central Employment 392-4621 Susan Simpson, susan-simpson@ufl.edu Jean Monde, jean-monde@ufl.edu

IT CommitteeJan van der AaDallas AntleyMike ConlonWarren CurryDonna JohnsonPete KearneyJohn Madey

Dan MillerEric OlsonDave PokorneyJack SabinHansford TylerIrma VelezSteve Wing

IT Classification Pilot

New TEAMS classifications for Information Technology positions at the