Dear Staff member,
The State Board of Education approved our efforts to update our staff classification system. Today marks the start of the culmination of hundreds of hours of work by both the HR department and each UI staff member. I truly appreciate each of you for your endurance, support and patience throughout this process.
Today you can see the list of classification titles with the new pay grade, along with the new salary table applicable to both classified and exempt staff. This will be available at the new University of Idaho Job Description (UIJD) portal available in Vandalweb (https://vandalweb.uidaho.edu/). You should see your classification title and grade at the top of the job description portal. The UIJD portal is accessible by logging in to VandalWeb and under employee information, clicking on “PDQ to Job Description.”
The effective date for the new system will be September 29. This will give technology and other administrative systems a chance to catch up with the changes. We should be set up to post job listings with the new classification titles and salary ranges by September 2.
One reminder – no employee’s pay rate will decrease and those who have a pay rate below the new minimum will be raised to the minimum on September 29. Classification titles may change but working titles are allowed based on your department or division’s guidelines and approval.
There are several places you can get more information.
- Speak with your immediate supervisor and others in your supervisory chain.
- Visit the HR website (Classification and Compensation Study on the left side of the main page. http://www.uidaho.edu/human-resources/classification-and-compensation-study)
- Check out the answers to common questions in the Q&A and Feedback Form section (http://www.uidaho.edu/human-resources/classification-and-compensation-study/qa-and-feedback).
- Submit your specific unanswered questions using the online Feedback Form (http://www.uidaho.edu/human-resources/classification-and-compensation-study/qa-and-feedback/Feedback-and-Question-Form).
- Join in the Open Forums (Aug. 21 – 5:30-7 p.m. and Aug. 22 – 10:30 a.m. - noon) Admin Building Auditorium (broadcast statewide). Greg Walters, executive director of HR will present an overview of the classification system and take questions about that system and the classification study.
Timeline and Key Dates
- August 19, Late Afternoon -- Position information posted: new salary table; appeals process; instructions
- August 21, 5:30 – 7:00 p.m. (PST) -- Open Forum, Admin Building Auditorium (broadcast statewide)
- August 22, 10:30 a.m. – noon (PST)- - Open Forum, Admin Building Auditorium (broadcast statewide)
- September 29 -- Implementation Date of New System
- October 4 -- Updated Job Descriptions Deadline
- October 9 -- Appeals Deadline
Updating University of Idaho Job Descriptions (UIJD)A huge benefit of this process is to give us a chance to produce updated job descriptions in a format ready for uploading in to PeopleAdmin (the new ATS) system coming in January 2014. Having accurate job descriptions is a good business practice and a compliance-related requirement. Please visit our webpage (http://www.uidaho.edu/human-resources/classification-and-compensation-study/New-UI-Job-Description-Information) for more information and for step-by- step instructions on how to update your job description.
We also recommend reading the documents on essential functions and minimum qualifications before embarking on this task to help us comply with the applicable laws with respect to job descriptions.
Staff have from August 19th through October 9th to appeal their classification. Supervisors may initiate an appeal. We encourage staff members to discuss their appeal with their supervisors prior to requesting one. The process, appeal panel members, criteria and form are on HR’s website.
We started this journey to accomplish specific objectives.
- To improve our ability to recruit and retain quality talent which requires a classification and compensation system, as well as consistently applied practices.
- To move us beyond our current system for classified staff, which is largely unmanageable because too many individual job classifications.
- To create one classification system for both classified and exempt staff that groups positions performing work at similar levels. This allows us to fairly evaluate our compensation levels, compared to relevant labor markets and to make adjustments and improvements in the coming years with respect to both external and internal equity.
- To produce updated job descriptions that accurately reflect the work performed and in some cases, to create a logical career path within a particular type of work.
- To develop a compensation program that is externally competitive, internally equitable, regularly updated, better understood and financially responsible.
Campus involvement started with Sibson Consulting’s forums and interviews with key campus leaders and leadership. A classification task force was appointed which included representation from the Staff Affairs Committee. They met approximately 6 times throughout the process and kept up-to-speed by email when there was something to report or feedback to gather. An oversight group called the Leadership Review Team participated as needed. Every staff member joined in when we completed our position description questionnaires.
HR kept the President, VP group, Provost Council and Staff Affairs informed with status updates as the status changed. There was a quiet but active period of job analysis, market analysis and position classification work by Sibson Consulting and Human Resources January through March. Once a classification system was drafted, HR met senior leadership then with the deans and directors of 26 different colleges, divisions and departments seeking input into the draft of positions within their areas. Their suggestions were considered and in many cases, implemented.
In the final stages, the Provost Council and Staff Affairs have been actively involved. It was the Provost Council that suggested the final salary table be higher than that recommended by Sibson Consulting – an outcome accepted by senior leadership. Staff Affairs are contributing to the development of revised policies and procedures. The remaining steps include updating the affirmative action coordinators, the rollout as described above and the appeals process.
I want to thank Don Burnett, Kathy Aiken, Ron Smith, Chris Murray, Jack McIver, Keith Ickes, Provost Council, Staff Affairs Committee, Classification Study Task Force, Leadership Review Team, General Counsel’s office, the entire HR staff and everyone else involved in these projects for all their hours, work and suggestions along the way.
Greg Walters, SPHR | Executive Director of Human Resources |
(: 208.885.3478| (: 503.724.6959| | *: email@example.com