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
