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Meeting Minutes - January 10, 2012

Rosi Keller began the University Council meeting and welcomed those in attendance.  Rosi then introduced Terri Phillips and Sheila Wright who proceeded to present on “Building a University for the Global Century.”  Sheila explained that the topic would be dealing with compensation for the people who are involved with the University.  She discussed how we need to think about the people we would have to have to help the Universities reach its goals or the employee compensation that would be required complete special projects. 

During the presentation it was stated by a Council member that increases are not given because there are monies left in the grant budgets or because of being a good employee, there must be an increase in duties or responsibilities. 

Sheila further clarified that any new pay increase must be comparable also to the people around campus and the rates of pay that are given campus wide.  It cannot cause inequalities on campus. 

Q:  a councilmember asked for clarification concerning the comp. time that is earned in a department. 

A: if an employee earns compensation time in a department they must be paid cash for the amount. The other department is not responsible for that amount of comp. time.  If an employee does move to a different department there are calculations that must be done by HR.

Q: speaking to the question of an employee moving from one department to another; even if the listing is for more money in a department they would receive a 9% increase in pay but not more?

A: Unless Hannah would be able to determine whether the position would require a higher rate of pay.   If the position is a demotion then it would require further calculations to determine what that would be.

Sheila completed her presentation and opened the floor for discussion

Q: Does this mean that if an employee of the University is actually hired for a new position at say $10,000 salary, would they possibly not receive that amount?

A: Possibly.  For a staff member the compensation guidelines say that they would receive 9% for a promotion.  So if the new position that they are going into is a promotion they would receive 9%.

Q: So a person off the street would make more?

A:  That person (University employee) would have conceivably have more skills, knowledge and abilities that are greater than the person off the street and the department would need to specifically talk to Sheila or Hannah to determine what the actual compensation would be. 

Q:  Concerning the market value comparison; do you know the extent that MUS uses market date in determining compensation for the staff positions?

A: For the market value she couldn’t say every single person is looking at market data and how many are not.  When Sheila is looking at market data she looks in many places, including Cooper Data, Dept. of Labor, state and national sources.  It depends on the type of position that is listed and there are postings listed at "indeed.com" that provide information concerning the pay for certain jobs and what the pay may be in other areas.  There are many ways for managers to determine what the pay would be for the position.  

Q: What is the overall structure of determining what the rates are and how they change over time, for say a program coordinator?

 A: For staff only; ever so often they are supposed to take the occupational statistics and use the data they receive.  They haven’t done that for a long time and currently they use adjustments from data that is from 2002 and add increases to the information.  The last increase was in 2009 and if there are changes made for individual areas then they would use current data to determine what the rates might be.  To do any other pay increases outside of that then they will look at fairly current data and determine what is appropriate.

Terri confirmed that they do not have any evidence that OCHE uses any market data to determine the pay for state employees.  It is important to remember that when changes are made it is for the entire university system and when there are changes it impacts the entire system.

Q: In the assessment of new employees or a current position does the person’s degree in schooling affect the amounts that the person would be eligible for? Does it impact what a new employee would receive if others in the position are qualified above what the requirements for the position are?

A: If they post for a basic recruitment they would look for the listed qualifications but if there is a recruitment challenge and they need to look for more than the basic recruitment then they look at each person holistically with regard to each incumbent that is in the system as they will need to ensure common sense is used to determine what future compensation would be. 

Q: So in other words, if a person filling a position is overqualified there is no compensation for that level of education?

A: If the expectations of the job do not require having a certain degree it is not something that will have an impact on their rate of pay.  If it isn’t a requirement of their job it wouldn’t impact their pay.

Q: How many people in the university have degrees that are higher than their rate of pay or their job descriptions? 

A:  With regard to that question Human Resources usually has about 50 things that they are working on at any given moment and they would love to find that information out but do not have the resources.  If you call and they are slow on the uptake, they are trying to get the requested items done for departments. 

Q: Many departments have different statements of requirements, how do they determine what the levels or needs are for the department. 

A: Human Resources posts with a minimum set of requirements for recruitments.  They will not allow for the position to be listed at a higher than the normal rate of pay, but some are essential in the determination of the level of education due to other requirements. There are some situations that require masters for the job that they are applying for where the same role in another department may not have that requirement. 

Q: When a posting is listed can it be stated in the position that higher education is preferred?

A:  When you are dealing with a higher position you may be able to. 

Q: Where can the typical education requirements be found? 

A: When they are trying to determine what the actual minimum requirements are they use the online resource of ONET.  ONET gives them the information based on salary surveys that the Department of Labor does and it is typically what they use unless it can be determined that a higher level would be needed.

Q: There is an odd difference on contract professionals and that MSU has hundreds and UM only has a handful, why is that

A. In comparison they may have more because in 2005 the fair labor standards act changed to determine who was eligible or ineligible for overtime.  Secondly, there was a determination by the September Board of Regents that there were too many management type individuals and they are attempting to move positions to staff positions and not have as many contract positions unless required.  MSU potentially had more and so they are behind in moving those individuals.    

Q:  Many current staff members are confused concerning career ladder items; would Sheila be willing to train on how to do the career ladder training.  Would HR be willing to do training about Career ladders?

A:  Sheila responded she would be happy to do training on a request basis to ensure that interested parties would be in attendance.

PRESENTATION:

Compensation