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Effective June 12, 2006
This 2006–2007 Pay Plan is for Civil Service employees who are covered under the civil service rules.
Effective June 12, 2006, units are required to participate in either an across-the-board or merit salary increase program. Units will automatically be included in the across-the-board increase program unless they opt for a merit salary increase program. The individual in the unit's top leadership position has the authority to decide which of the two salary increase programs will be followed by all of the departments (defined as having a 4 character PeopleSoft department code, e.g., 775A) within the unit. This decision may alternatively be delegated to the head(s) of individual departments (e.g., all civil service employees within one PeopleSoft department code) within the larger unit.
Pay increases, whether across-the-board or merit based, can be withheld due to previously documented unsatisfactory work performance.
Effective June 12, 2006, pay range minimums and maximums will be increased by 3%. Pay ranges may be found on the web.
No employee may be paid below the salary range minimum or above the salary range maximum. Employees who are at their maximum or will reach their maximum as a result of a base salary increase are entitled to receive a lump sum payment for the % increase exceeding the salary range maximum.
Units with sufficient resources to meet budgeted obligations and commitments may also award in-range salary adjustments and/or outstanding service awards in addition to across-the-board or merit increases.
Under the across-the-board salary increase program, a recurring, across-the-board base pay increase of 3.5% will be awarded effective June 12, 2006. Units will participate in the across-the-board increase program unless the unit has notified the Office of Human Resources that they will use the merit salary increase program by April 1, 2006. The across-the-board salary increase program applies to all eligible Civil Service employees within the individual department and/or entire unit.
Units opting for the merit salary increase program MUST notify the Director of Compensation, Mary Luther at mert022@umn.edu, in the Office of Human Resources (OHR), by April 1, 2006, of their intent to use the merit salary increase program. If this deadline is not met, those units will be automatically included in the across-the-board program.
Effective June 12, 2006, the merit increase program results in a recurring increase in base pay for all employees who are paid within their salary range. The cost of the unit's entire merit increase program must equal 3.5% of the unit's Civil Service payroll (e.g., the unit's total Civil Service payroll is determined by adding the salaries budgeted for vacant Civil Service positions, the salaries of Civil Service employees not eligible for a merit increase, and the salaries of currently employed Civil Service employees). See Addendum A for revisions of the Merit Guidelines for 2007-2008.
Units desiring to offer merit for the 2006-2007 fiscal year must have met the following criteria:
Units may offer in-range salary adjustments, one-time payments based on in-range salary adjustment criteria, and/or outstanding service awards. These may be granted at any time during the fiscal year, at the discretion of the department/unit. Each college, unit or coordinate campus, may determine the approval process and approval authority for discretionary pay increases. See U of M In-Range Adjustment Policy.
Units and their human resources managers are advised to work with their OHR Human Resources Consultant to develop and implement discretionary pay programs.
Outstanding Service Awards in the form of lump sum payments may be granted this year. Outstanding Service Awards may be made to employees without regard to where their salary falls in the salary range. Guidelines for Outstanding Service Award Programs may be found on the web. Consult your Human Resources Consultant in the design and implementation of Outstanding Service Award Programs.
Units must enter salary grade assignments for employees in Rate Arranged classifications into the PeopleSoft employee database.
Employees in Rate Arranged classifications are included in all Civil Service pay increase programs unless the unit works with its central HR Consultant to develop an alternative compensation system for its Rate Arranged employees.
Base pay will not be increased over an employee's pay range maximum.
The shift differential is $.60 an hour.
It is the department's responsibility to review the individual employee's augmentation pay and the Civil Service Rules to determine if adjustments to the augmentation pay are necessary.
Temporary and Casual Employees (i.e., classifications 0001/0007) are covered by the Human Resources policy on Temporary and Casual Appointments. Temporary and casual appointments are normally not eligible for pay increases. Consult your Human Resources Employment Consultant for exceptions to this policy.
The process of managing employee performance is critical to the success of employees, colleges/units, and the University. The Civil Service Rules (Rule 9 Performance Appraisal) require an annual written assessment of employee performance. It is important that performance criteria are communicated to employees prior to evaluating performance, so they are well informed when the unit/college's annual performance appraisal process takes place.
The Civil Service Rules (Rule 7 Probationary Period and Orientation) require at least one written performance appraisal for probationary employees.
The University-wide performance appraisal forms are located online.
In some cases, colleges/departments/units may prefer to develop a performance appraisal/management plan (including a process, appraisal forms, and training for supervisors) specific to their unit. Alternate performance appraisal plans must be developed in conjunction with the unit's HR Pro and their OHR Human Resources Consultant and approved by the Office of Human Resources in consultation with the Civil Service Committee.
Units are encouraged to record the dates of all completed performance reviews in the PeopleSoft system.
Please direct questions about the Civil Service Pay Plan to your unit or Academic Health Center (AHC) HR professional (612-624-7957) or Office of Human Resources HR Consultant.
HRMS PeopleSoft implementation dates and instructions will be available June 1, 2006. HRMS will send implementation instructions to HRMS ACES. Individuals can request copies of the HRMS instructions, after June 1, 2006, by contacting Bonnie Marten at (612) 626-9665 or e-mail marte004@tc.umn.edu.
Units that choose to offer merit based salary increases in June 2007 must meet the following criteria:
Office of Human Resources
100 Donhowe Building, 319 15th Ave. S.E., Minneapolis, MN 55455