University of Minnesota
Office of Human Resources

Civil Service Classification and Compensation Study Project Outline

Opportunity Statement

The University has the opportunity to:

  • Improve the classification and compensation systems, policies, and practices for Civil Service employees
  • Attract, retain, and motivate high performing employees resulting in greater consistency among employees performing similar work
  • Provide more effective management of classification and pay processes

Project Charter

Review existing classification and compensation policies and practices, review external and internal best practices and recommend changes to systems, policies, and practices that will benefit the administration of Civil Service classification and compensation at the University.


It is anticipated that the work group will complete its charge by meeting weekly for six to seven months. During that time, the group will review the University's current systems for classification and compensation as well as the systems being used outside of the University. The group is currently reviewing existing laws and policies and refining its goals and principles. Over the summer months, the group will continue to work on defining opportunities and root causes of related issues in the current systems. In September and October, focus groups will be held to gather information from Civil Service employees and supervisors regarding current practices and systems. Also in the fall, the group will interview deans, directors, and department heads for their input. This information will be used to formulate recommendations for improvement of the Civil Service classification and compensation systems, tools, and processes. Final recommendations will be given to Vice President Carrier when the group completes its work.


Deliverables for this project are divided into four reporting dates:

  • DEFINE (Summer, 2007)
    • Select and orient the work group
    • Create guiding principles
    • Document and review current compensation and classification processes at the University
    • Document and review existing laws and policies pertaining to the classification and compensation of Civil Service employees
    • Identify, document, and review opportunities for improvement
    • Develop project communications plan

  • MEASURE (Fall, 2007)
    • Identify the strengths and limitations of the current Civil Service classification and compensation systems
    • Research and measure the contributing factors to any identified problems
    • Gather information from Civil Service constituents and critical stakeholders
    • Refine scope and timeline

  • ANALYZE (Winter, 2007)
    • Analyze the use of the current classification and compensation system and practices
    • Identify and review best practices at top tier Universities

  • IMPROVE (Winter, 2007-08)
    • Recommend compensation changes to Civil Service strategy and associated policies and procedures
    • Identify and recommend changes to classification systems and practices
    • Identify and recommend methodology to implement changes and the appropriate training and communications to support that methodology

Workgroup Members

  • Barb Theno, Director of Human Resources, College of Biological Sciences
  • Cathy Fejes, Human Resource Consultant, Academic Health Center
  • Deb Page, Compensation Analyst, Office of Human Resources
  • Gary French, Senior Administrative Director, Civil Engineering
  • Jacke Jones, Principal Secretary, Office of Human Resources
  • Jackie Singer, Director, Retirement Benefits, Office of Human Resources
  • Karen Ellis, Program Associate, UMM Continuing Education
  • Linda Bjornberg, Director of Human Resources, University Services
  • Mary Luther, Director, Compensation, Office of Human Resources
  • Mike McGlynn, Human Resources Consultant, Office of Human Resources
  • Nan Wilhelmson, Director, HR Liaison, Policy Development & Graduate Assistant Employment, Office of Human Resources
  • Peg Wolff, Principal Public Relations Rep, Office of University Relations
  • Susan Rose, Community Program Specialist, Epidemiology and Community Health