Library HR Forum: New Pay Plan for Classified Employees June 17, 2009 - PowerPoint Presentation

Library HR Forum:New Pay Plan for Classified Employees June 17, 2009

OverviewTitle 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

DifferentialsCumulative 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 PaymentsFor 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 ChangesAll 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 ImplementationAdvantages 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 Example Example: Pay Plan Implementation Current Employee Information Half Implementation Incumbent Title Grade Entry Years 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 22,440 Employee 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 YEARS 1.50% 0.75% 2 TO 5.99 YEARS 2.00% 1.00% 6 TO 10.99 YEARS 2.50% 1.25% 11 TO 15.99 YEARS 3.00% 1.50% 16 TO 20.99 YEARS 3.50% 1.75% 21 TO 25.99 YEARS 4.00% 2.00% 26 TO 30.99 YEARS 4.50% 2.25% 31 TO 35 .99YEARS 5.00% 2.50% 36 AND MORE YEARS

Summary Career Service Pay Plan http://libinfo.uark.edu/webdocs/humanresources/ClassifiedPayPlan2009-2010.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