strategic staffing & compensation your nu values partner …
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NU Values. November, 2005 Presented by: Jen Maly Alice Weyant. Strategic Staffing & Compensation Your NU Values Partner …. “Committed to understanding and delivering value-added customer service that contributes to our customers’ overall success”. Agenda. Welcome NU Values Overview - PowerPoint PPT PresentationTRANSCRIPT
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Strategic Staffing & Compensation
Your NU Values Partner…
“Committed to understanding and delivering value-added customer service that contributes
to our customers’ overall success”
ManagersSupervisors
HumanResources
ManagersSupervisors
HumanResources
November, 2005
Presented by:Jen Maly
Alice Weyant
NU ValuesNU Values
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ManagersSupervisors
HumanResources
ManagersSupervisors
HumanResources
AgendaAgenda
Welcome NU Values Overview Update on Implemented Job Families What’s Next? Compensation Administration
- Policy & Procedure NU Values Site Questions
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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.
NU ValuesNU Values
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• “…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
NU ValuesNU ValuesObjectivesObjectives
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NU ValuesNU ValuesCompensationCompensation
Cost Effective
ExternalEquity
LegalCompliance Administrative
Consistency
PerformanceOrientation
CompensationCompensation ObjectivesObjectives
InternalEquity
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MarketSurveys
“Relevance”
JobDocumentation“Job Analysis”
Job Evaluation“Job
Families”
Pay Structures“Bands”“Zones”
“Benchmarks”
Performance Leadership
“ValuedBehaviors”
ManagersSupervisors
HumanResources
CompensationCompensationInfrastructureInfrastructure
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Groupings of related jobs with common
vocations/professions that have similar
market characteristics, related valued
behavior, continuum of knowledge,
skills and abilities.
Job FamilyJob Family
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- Advising, Career & Student Services
- Educational & Outreach Programs
- Facilities Planning & Operations
- Administrative & Business Operations
- Food Service & Dietary
- Healthcare
- Information Technology
- Library Services
- Materials Management & Print Production
- Museum & Arts
- Public Relations, Marketing & Development
- Public Safety
- Research & Agriculture
- Sports & Recreation
- Television, Radio & Video Production
Job FamilyJob Family
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22 Respected Survey Sources
– National– Regional– Local– Healthcare– Non-healthcare
Summarized collection of data from several sources.
Market PricingMarket Pricing
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• Commonly used in the industry and clearly recognizable by their responsibilities, duties, and qualifications.
• Relevant and competitive market pay data is available and used in the development of a pay range.
Market PricingMarket Pricing Benchmark JobBenchmark Job
Dental Assistant
Survey SourcesMarket Relevant Data
Aggregate Average
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Reflects competitive and market relevant pay levels.
Benchmark RangeBenchmark Range
Market Relevant “Competitive Range”
Minimum 33rd Midpoint 67th Maximum
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- Minimal Qualifications
- Less Competence
- “Trainee” Incumbents
- Exceeds Qualifications
- Consistently Exceeds Performance Expectations
- Unique Individual
Qualifications
- Industry “Expert”Minimum Maximum
Competitive Range
- Fully Qualified
- Fully Competent
33% 67%
Competitive RangeCompetitive Range
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Job groupings that share common characteristics in the execution of the job responsibilities.
Zone Assignment Factors:
- Knowledge, Skills, Ability- Problem Solving & Decision Making- Interactions- Nature of Supervision- Impact
Zone Zone
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$ $Job Family Pay “Band”
Specialist Assistant Associate Senior
Job Category “Zone”
Job Relevant “Benchmark Range”
Pay StructurePay StructureJob PlacementJob Placement
Therapy Asst
Dental Asst Specialist
Clinic Technician
LPN
Recr Therapist
Nurse Clinical CRNA
Physician Asst
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NU Values NU Values AccomplishmentsAccomplishments
• Flexible and efficient• Pay and performance• Relevance to market• User understanding • Technology
NU Values FINAL PHASE
ManagersSupervisors
HumanResources
ManagersSupervisors
HumanResources
NU VALUES
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NU ValuesNU Values UpdateUpdate
Healthcare
Information Technology
Library Services Materials Management &
Print Production
Public Safety Research & Agriculture Television, Radio & Video
Production
PHASE I
PHASE II
Market Data Updated
Salary Structures Revised
for 7/1/2005
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NU ValuesNU Values What’s NextWhat’s Next
Advising, Career & Student Services
Educational & Outreach Programs
Facilities Planning & Operations
Administrative & Business Operations
Food Service & Dietary Museum & Arts Public Relations, Marketing & Development
Sports & Recreation
PHASE III
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NU ValuesNU Values Phase IIIPhase III
U-Wide NU Values Team: Market Pricing
Zone Assignments
Benchmark Ranges
Salary Structures
Preliminary Job Assignments
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NU ValuesNU Values Phase IIIPhase III
December 2005 • Validation of Preliminary Job Assignments with
Business Units/Departments
January 2006• SAP Upload of NU Values Job Assignments
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Compensation AdministrationCompensation Administration
Policy 1007Procedure 1007P
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Scope:
– Applicable to all UNMC Office/Service and Managerial/Professional positions.
Administration:
– UNMC Director, Strategic Staffing and Compensation
Compensation Administration Compensation Administration Procedure 1007PProcedure 1007P
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Compensation Administration Compensation Administration Procedure 1007PProcedure 1007P
Classification Related Activity:
– Changes in job content value
Employee Related Activity:
– Changes in the characteristics of the employee
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Salary GuidanceSalary GuidanceFactors to ConsiderFactors to Consider
Qualifications (past experience/education).
Previous work record (performance contributions).
Pay levels of incumbents in comparable jobs.
Market Pay Levels.
Pay History.
Total Cash Compensation (base pay, stipends).
Department budget/fiscal resources available.
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Classification Classification Related ActivitiesRelated Activities
Advancement Promotion Additional Responsibilities End Additional Responsibilities Demotion Voluntary Reduction
Job ContentPersonal InteractionsSupervisionResponsibility/Impact
Skills/AbilitiesPhysical Demands
Position Profile
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Classification Classification Related ActivitiesRelated Activities
Advancement:
– Reassigned to a job classification in a higher (greater than 5% midpoint difference) benchmark range.
Promotion:
– Reassigned to a job classification in a different zone within any job family,
– Midpoint differences are greater than 5%
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Specialist Zone
AssistantZone
AssociateZone
Senior Zone
Classification Classification Related ActivitiesRelated Activities
PromotionAdvancement
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Classification Classification Related ActivitiesRelated Activities
Additional Responsibilities:
– Change in pay level based on increased job content value.
– Note: Job content value is not significant enough to warrant a change in benchmark range.
End Additional Responsibilities:
– Completion of a temporary increase in job content value.
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Classification Classification Related ActivitiesRelated Activities
Demotion:
– Reflects an employee’s less than acceptable performance in current job.
– Reallocates job classification to a lesser (more than 5% below current midpoint) benchmark range, regardless of resulting zone assignment or job family.
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Classification Classification Related ActivitiesRelated Activities
Voluntary Reduction:
– Employee accepts or requests a decrease in job content value that is not related to performance.
– Reallocates job classification to a lesser (more than 5% below current midpoint) benchmark range, regardless of resulting zone assignment or job family.
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Employee Employee Related ActivitiesRelated Activities
Trainee Probationary Performance Annual Internal External Lateral Move
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Employee Employee Related ActivitiesRelated Activities
Trainee:
– Change in pay level within 12 months or less of employment, while designated as a trainee.
Probationary:
– Change in pay level for an Office/Service employee upon completion of original probationary period.
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Employee Employee Related ActivitiesRelated Activities
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.
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Employee Employee Related ActivitiesRelated Activities
Internal:
– Change in pay level based on campus specific factors
External:
– Change in pay level based on factors outside of the campus
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Employee Employee Related ActivitiesRelated Activities
Lateral Move:
– Employee accepts a reassignment to a different job classification.
– Reallocates job classification to a comparable (within 5% midpoint difference) benchmark range, regardless of resulting zone assignment or job family.
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NU ValuesNU Values ResourcesResources
nuvalues.unmc.edu
Strategic Staffing & CompensationYour NU Values Partner…
“Committed to understanding and delivering value-added customer service that contributes
to our customers’ overall success”
ManagersSupervisors
HumanResources
ManagersSupervisors
HumanResources
36
NU ValuesNU ValuesDiscussionDiscussion
ManagersSupervisors
HumanResources
ManagersSupervisors
HumanResources
Thank you
Questions…