Other Questions

Yes, the study has no bearing on these issues. See the answer to the next question about reclassification requests.

This is a big question.  As part of this process, the university will evaluate our pay practices (e.g. starting wage rates, what happens on promotion or reclassification, increases in pay outside of annual increases).  We will also explore how we may better meet the University’s and our employees’ needs through changes to how we recruit and promote people within the University.

No promises but these classification and compensation studies create a logical and timely opportunity to examine these other closely related aspects.

The University has committed to using this program as a tool to support the recruitment and retention of a diverse, high-quality workforce to fulfill the mission of the University.  The program will not result in pay cuts or title demotions.  We will assign system or classification titles to each position and allow managers to designate position titles if they wish.

No. The study will not consolidate positions; however, it may consolidate system (aka classification) titles.

Transparency through this entire process is important to the University leadership, consultants and HR.  We will make every effort to communicate thoroughly and always honestly throughout the project.  If we don’t know an answer, that is what we will say.  If it is something that has yet to be properly vetted or truly is confidential, that is what we will say.

We understand that there are many stakeholder groups on campus.  We are developing additional ways to gather feedback along the way.  Certainly the Deans, Directors, VPs and department heads will work with the committee and the consultants on drafts of the recommend system.  Details are in development.

There will be resources and some type of training for the completion of the PDQs. There will be frequent communications about the progress of the studies both online and in person.

Until July 1, 2013, the University will consider reclassification requests only in the most dire of retention circumstances.  Please see the related links on our classification page for the guidelines and process.  The reason for this is that the classification study is essentially a review of existing positions.  Running a concurrent process at odds with the first one is not a good business practice and could end in a decision that the study appears to reverse.

This online form is the most efficient means to submit feedback and questions.

The classification and compensation task force will be a good resource but give them until mid-October to get up to speed themselves. In HR, John Feeney, Stephanie DeMars (Retter), Kathryn Leavitt, Suzette Yaezenko and Greg Walters are all working on this project.