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

P&A Classification Study Project Outline

Opportunity Statement

The University has the opportunity to improve the classification and compensation systems for P&A employees resulting in greater consistency among employees performing similar work and 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 P&A classification and compensation at the University.

Timeline

The working group has reached a set of preliminary findings through a variety of research efforts. The group started by learning about the University's current systems for classification and compensation, as well as compensation principles and systems used outside of the University. The group also reviewed existing laws and policies.

Over the summer of 2006, the working group identified problem areas within the current system and their causes. It also gathered data on best practices from other top universities.

During the 2006-2007 academic year, the working group conducted focus groups, interviews, and information sessions with P&A employees, supervisors, HR personnel, deans, and directors on each of the University's campuses. All of this information was used to help formulate a set of preliminary findings for improvement to the P&A classification and compensation systems.

The working group has formed into subcommittees to review the preliminary findings and suggest strategies for their implementation. It will issue final recommendations to HR vice president Carol Carrier in the early part of 2008.

Deliverables

Deliverables for this project are divided into four reporting dates:

  • DEFINE (Summer, 2006)
    • Select and develop working group
    • Document and review compensation and classification processes in existence at the University
    • Document and review existing laws and policies pertaining to the classification and compensation of P&A employees
    • Document and review opportunities for improvement
  • MEASURE (Fall, 2006)
    • Identify the strengths and limitations of the current P&A classification and compensation systems
    • Research and measure the contributing factors to any identified problems
    • Gather information from P&A constituents and critical stakeholders
    • Refine scope and timeline
  • ANALYZE (Winter, 2006-2007)
    • Analyze the use of the current classification and compensation system
    • Identify and review best practices at top tier Universities
  • IMPROVE (Spring, 2007)
    • Recommend compensation philosophy model 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

  • Mary Luther, Director, Compensation, Office of Human Resources
  • Jackie Singer, Director, Retirement Benefits, Office of Human Resources
  • Nan Wilhelmson, Director, HR Liaison, Policy Development & Graduate Assistant Employment, Office of Human Resources
  • Linda Bjornberg, Director of Human Resources, University Services
  • Randy Croce, Council of Academic Professionals and Administrators, Carlson School of Management
  • Stacy Doepner-Hove, Vice-Chair of the Council of Academic Professionals and Administrators, Law School
  • Frank Douma, Council of Academic Professionals and Administrators, HHH Institute of Public Affairs
  • John Fossum, Professor, Carlson School of Management
  • Mike McGlynn, Human Resources Consultant, Office of Human Resources
  • Francine Morgan, Human Resources COnsultant, Office of Human Resources
  • Fred Owusu, Director of Human Resources, Academic Health Center