University of Minnesota
Office of Human Resources
http://www.umn.edu/ohr
612-625-2016

Timeline and Phases

Phase I: January – May 2007

During this phase of the project the Compensation Team will:

  • Develop/refine position description questionnaire (PDQ)
  • Determine professional finance positions inside and outside cluster groups.
  • Develop strategy for gathering information on these positions
  • Identify potential implementation issues, i.e., effective date, hold on JEQ's, seniority, etc.

Phase II: May 2007 – January 2008

During this phase of the project the Compensation Team will:

  • Understand org design draft models
  • Conduct training on completion of Position Description Questionnaires (PDQ's)
  • Provide support to units completing PDQ's
  • External consultant begins development of classification specs and proposes draft classification structures. Competency work incorporated into new classifications
  • Review classification structure options

Phase III: February – May 2008

During this phase of the project the Compensation Team will:

  • Obtain feedback from EFS Executive and Functional Steering Committees regarding classification structure and classification specifications
  • External consultant completes market study and recommends salary range structure
  • Review draft classifications and structure and the impact on employees
  • Begin HRMS implementation plan

Phase IV: June – August 2008

During this phase of the project the Compensation Team will:

  • Present final recommendations and employee implications to EFS Executive and Functional Steering Committees
  • Present findings and recommendations to:
    • U of M Stakeholders
    • Management
    • Employees
  • Create and implement new classification specifications into People Soft
  • Phase V: September – November 2008

    During this phase of the project the Compensation Team will:

    • Inform and provide support on the implementation of new Finance Job Family Classification structure