Library HR Forum:

New Pay Plan for Classified Employees

June 17, 2009

Overview

Title Conversion Career Service Pay Plan (Pay Grid) Differentials Initial (Partial) Implementation Accessing Future Pay

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

Title/Grade Conversions

Current Title Current Grade

New Title New Grade

Accounting Tech I 12 Fiscal Support Technician C108

Admin Asst I 15 Administrative Specialist III C112

Admin Asst II 17 Admin Support Supervisor C113

Admin Secretary 14 Admin Support Supervisor C113

Comp Supp Spec I 18 Comp Support Technician C115

Editor 20 Editor C117

Secretary II 13 Administrative Specialist II C109

Title/Grade Conversions (continued)

Current Title Current Grade

New Title New Grade

LAT I 10 Library Support Asst C107

LAT II 12 Library Technician C109

LAT III 14 Library Technician C109

LS I 17 Library Supervisor C115

LS II 19 Library Supervisor C115

Mailroom Sup 12 Mail Services Coord C107

S & R Clerk 11 S & R Clerk C105

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

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

Career Service Pay Plan

Differentials

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

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

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

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

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

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%

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%

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

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

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%

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

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

Half Implementation ExampleExample: Pay Plan Implementation

Current Employee Information Half Implementation

Incumbent Title Grade EntryYears of Service

Current Salary % Adj.

Adjusted Salary To Entry?

Entry Less Current

1/2 of (Entry Less

Current)Final

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 22,440Employee 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 YEARS1.50% 0.75% 2 TO 5.99 YEARS2.00% 1.00% 6 TO 10.99 YEARS2.50% 1.25% 11 TO 15.99 YEARS3.00% 1.50% 16 TO 20.99 YEARS3.50% 1.75% 21 TO 25.99 YEARS4.00% 2.00% 26 TO 30.99 YEARS4.50% 2.25% 31 TO 35 .99YEARS5.00% 2.50% 36 AND MORE YEARS

Summary

Career Service Pay Plan http://libinfo.uark.edu/webdocs/humanresources/Clas

sifiedPayPlan2009-2010.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