seccp salaried employees compensation and classification program june, 2005
TRANSCRIPT
SECCP
Salaried Employees Compensation and Classification ProgramJune, 2005
Information for Supervisors
Supervisors play a critical role in the SECCP
Through this presentation, you will learn: The purpose and philosophy of the SECCP What the SECCP is and how it works Your role as a supervisor Timeline for implementation of the program
and where to go for more information
Salary Program Components
Compensation Philosophy Position Description Questionnaire Market Data Point Factor Instrument Job Families Implementation Appeals
Purpose and Philosophy
The SECCP has been developed to support the UMS Board of Trustees’ compensation philosophy:– The University of Maine System values faculty and staff
as the most vital resource for advancing its missions and programs. The UMS seeks to attract and retain well qualified, productive employees through a total compensation philosophy. Within fiscal resources and in compliance with all applicable rules and laws, the goal is to provide compensation that is competitive with similar positions in the relevant labor markets and is internally equitable.
Purpose and Philosophy -cont’d
Additionally: Campuses have not had a tool to
systematically look at the job market and have used different approaches to set salaries
This lack of consistency at times led to employees’ perception that salaries and increases might not be fair
The SECCP ensures that positions:– are internally equitable– are externally competitive for effective
recruitment and employee retention
UMS and UMPSA Partnership
A System-wide salary program has been a long-term mutual goal of both UMS and UMPSA
Both UMS and UMPSA have agreed to implement this salary program, the SECCP
SECCP Assumes Salary for a Position is Related to:
Labor market – comparable higher education institutions
Job family Responsibilities and required qualifications,
as measured by point value
Employees Impacted by SECCP
All salaried employees except faculty Excludes positions at level of dean and
above Represented and non-represented Approximately 1,800 UMS employees
Position Description Questionnaire (PDQ)
The backbone of the SECCP Provides detailed information about
employees’ duties, responsibilities, and required qualifications
Completed by more than 1,800 UMS professional employees; reviewed by supervisors and vice presidents before submission
Position Description Questionnaire (PDQ) -cont’d
Will be required as first step in any future hires (new or existing positions); positions will be advertised with salary range
If employee is assigned additional duties, need new PDQ as pay may be affected
For this first round of classifications, PDQ must be on file as of 12/10/04; if not, it will be part of the second round, anticipated for 2006
Labor Market Data/Analysis The labor market analysis included higher
education institutions of similar classification, budget size, and enrollment
Selected UMS positions were used as benchmarks and matched to national salary survey data
Labor market salaries of various job families were analyzed and weighted accordingly
Job Families
Job families are groupings of positions based on type of work performed
There are 19 job families in the SECCP; each family consists of positions that involve similar types of work
Within a job family, different positions require significantly different duties, responsibilities, and qualifications– Ex: Development Director and
Communications Coordinator are both in the External Affairs job family.
The 19 Job Families
Information technology*
Health & safety services*
Research – four areas Technical* Human resources* Fiscal, finance &
business* Facilities*
Other admin. support* Library Child care External services External affairs* Events/activities Media Student services -
academic Student services -
student life
The 19 Job Families -cont’d
* Job families have differing labor market values. Research strongly shows that positions in the asterisked job families command higher salaries in the job market; a position in an asterisked job family may be assigned to a different salary band than another position with equal points.
Point Factor Instrument (PFI)
The PFI is a standardized job evaluation tool that rates responses to the PDQ on seven factors
Points for each factor are added, and the total points, plus the position’s job family, determine assignment to a salary band
Point Factor Instrument -cont’d
The seven factors considered are:– Knowledge– Scope– Impact– Contacts– Work environment– Authority: Supervision– Authority: Fiscal responsibility
Point Factor Instrument -cont’d
Each factor has several levels of increasing skill or responsibility; higher levels have more points; higher points are associated with higher salary bands within job families
Each salaried position is evaluated and assigned to the appropriate salary band based on the duties and responsibilities of the position, and the job family; the ability or performance of the employee who holds the position is not considered
Salary Bands
Each position is assigned to a salary band based on job family, point value, and market value
Each salary band has a minimum, midpoint, and maximum salary for all positions assigned to the band (66% spread)
Broad salary ranges allow for placement of individual employees based on university needs, position characteristics, and individual considerations such as experience and performance
Salary Adjustments
On all campuses, most current salaries fall within the employee’s assigned salary band – few adjustments are necessary
For employees receiving adjustments, retroactive pay will be for the period of January 1 – June 30, 2005, and will be included in the July pay check
Salary Adjustments: Employees Below Minimum BTM: bring to minimum – Only employees
who completed a PDQ before 12/10/04 and whose salaries are below the assigned salary band will have their salaries increased to the minimum – A total of 100 employees fall into this category– For employees who work less than full time,
this is determined by comparing the employee’s full-time equivalent salary to the minimum of the salary band
Salary Adjustments: Employees Above Maximum
Employees who are above the maximum of the assigned salary band as of April 15, 2005, will be “grandfathered” and allowed to receive any future applicable negotiated increases as part of their base salary
Salary Adjustments:Bring Above Minimum
BAM: bring above minimum – UMPSA and UMS have set aside a pool of money which, after BTM, will be distributed to eligible employees to increase their salary to at least a specified percent above minimum, based on their number of years of University service; if an employee’s salary is already at that level, the employee does not receive a BAM
Non-reps will receive an across the board increase of .66% after BTM is in place
Appeals Procedure Any employee who disagrees with the factor
ratings and/or job family assignment may file an initial written appeal and request a meeting with his/her supervisor between July 1 and Sept. 30, 2005 to discuss an appeal; reasoning must be specific
The supervisor must issue a written response to the employee within 10 working days of the meeting indicating whether he/she agrees with the appeal and why – for form to use, go to www.maine.edu/personnel.html
Appeals Procedure -cont’d
If employee desires to advance the appeal to the next level, the steps are as follows:– University Office of Human Resources– System-wide SECCP Implementation Appeals
Committee– Impartial arbitrator (UMPSA only)
The appeal procedure will be the avenue for requesting a review; grievance procedures do not apply
For detailed information about the process, visit the SECCP website: www.maine.edu/personnel.html
Supervisor’s Role with Appeals You are the first line - make sure you
understand the SECCP by viewing this PowerPoint and visiting the SECCP website
Understand job families, factors in the point total, salary ranges, and appeals process
Be able to compare positions within your area, and remember…a higher point total does not necessarily lead to increase in pay (depends on job family and salary range within the salary band)
Timeline
June 29, 2005 – letters mailed to all professional employees impacted by SECCP with factor rating, job family, and salary band; copy sent to their supervisors
July 1, 2005 – SECCP effective date September 30, 2005 – deadline for
employee to appeal to supervisor Anticipated 2006 – phase two for
employees completing PDQ after 12/10/04
For More Information
www.maine.edu/personnel.html Includes everything you ever wanted to
know about the SECCP
THANK YOU FOR YOUR SUPPORT!