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2007 Processes for Reclassification and Market Equity Adjustments for Staff Employees - PowerPoint Presentation

Reclassification

Classification of Library Assistant and Library Associate Positions

Implementation of Reclassification

 

Market Equity Reviews

Leadership of the libraries seeks to equitably compensate library employees based upon

 

Library Assistants and Library Associates

Positions Other than Library Assistants and Library Associates

IT Positions

Non-IT Positions

Results

Implementation of Market Equity Adjustment

Implementation Dates

 
 

 

  SECOND PHASE IMPLIMENTATION (UPDATED 10/31/07)

 

Total Recurring

Annualized Expense

Expense for this FY

11/2/07 - 6/30/08

Gross Wages

$338,852.16

$224,663.62

Wages and Benefits

$399,845.54

$265,103.07

 

 

 

Total Recurring

Annualized Expense

Gross Wages

$665,346.44

Wages and Benefits

$785,108.80

 

 

  Maintenance (2008)

 

  HSCL Integration into Smathers Staff Salary Structure (2010)

 

With the integration of the Health Science Center Libraries into the Smathers Libraries, establishing pay for the HSCL employees at an equitable rate with their Smathers peers became a priority.

 

The process for reviewing the individual positions and establishing target salaries followed the same basic model as used at the Smathers Libraries in 2007 and described above.  The process for the HSCL positions mapped to library-specific classifications (Library Assistants and Associates) and those mapped to non-library- specific classifications (IT and others) is described below.

 

1. Library Assistant and Library Associate Positions

Classification

  • Each position’s duties, as detailed in the position description (or PD), were compared by the unit and the Smathers HR Office and mapped to the appropriate Library Assistant or Library Associate classification.  The proposed mapping for each position was reviewed for appropriateness, equity and consistency by the HSCL Director.
  • All mapping recommendations were then reviewed by UF Classification and Compensation.
  • The results of the reclassification process are depicted here:

Current Titles

 

Current Title

Employee Count

LIBRARY TECHNICAL AST SPV

1

LIBRARY TECHNICAL AST, SR

6

ARCHIVIST

4

ARCHIVIST, SR

1

 

Mapped Titles

 

Mapped Title

Employee Count

Assistant 1

-

Assistant 2

-

Assistant 3

6

Associate 1

5

Associate 2

1

Associate 3

-

 

Distribution of Current Classifications by Mapped Classifications

 

Mapped Classification

Current Classification

Employee Count

Assistant 1

 -

Assistant 2

 -

Assistant 3

LIBRARY TECHNICAL AST, SR

6

Associate 1

LIBRARY TECHNICAL AST SPV

1

ARCHIVIST

4

Associate 2

ARCHIVIST, SR

1

Associate 3

 -

 

Implementation of Reclassification

  • TEAMS.  Positions occupied by current TEAMS employees and mapped to the new Library Assistant or Library Associate classifications will convert to the appropriate new classification.
  • USPS.  Positions occupied by current USPS employees and mapped to the new Library Assistant or Library Associate classifications will convert to the appropriate new classification only if the incumbent voluntarily elects to convert to TEAMS.  The decision to convert to TEAMS and convert to the new classification will have no bearing on the eligibility for market equity adjustments for USPS employees.  Market equity adjustments for USPS employees will be implemented irrespective of that employee's decision to convert to TEAMS.
  • New positions and promotions.  Future HSCL job vacancies for positions with primarily library-specific job duties will only be posted as Library Assistant and Library Associate positions.  Accordingly, acceptance of one of these positions will require the employee to have TEAMS status.
 

2. Positions Other than Library Assistants and Library Associates

IT Positions

  • 5 HSCL positions were reviewed and determined to be primarily IT positions.
  • These positions were mapped into the appropriate IT classifications based upon the UF classification descriptions and the current position descriptions.  The classifications for each of the HSCL IT positions was reviewed by UF Classification and Compensation and confirmed.
  • The HSCL IT employees were assigned over three UF IT classifications: IT Specialist, IT Expert, and IT SR.
  • During the 2007 Smathers market equity process, the complexity of duties, responsibilities, and technical requirements of the library positions assigned within each of the IT classifications was compared.  It was determined that there was sufficient distinction in these factors between the positions assigned to the IT Expert and IT SR classifications to require banding of those positions into salary tiers.  These tiers permitted internal equity between individual positions within these broad classifications based upon the level of the position's duties.  The target salaries for each classification and for the IT Expert and IT SR tiers within those classifications was determined based upon internal and external (campus) equity.  The result was the 2007 Smathers IT structure depicted here.  
  • This structure was last updated in 2008 as a result of the 2 percent across the board pay increases for UF employees effective 09/19/08.  The current Smathers IT Salaries are depicted here.  HSCL IT employees were assigned target salaries based upon this structure.  The results of this process are depicted here:
 

Mapped Classification

Tier

Employee Count

IT Specialist

-

1

IT Expert

1

 

IT Expert

2

1

IT Expert

3

2

IT Senior

1

1

IT Senior

2

 

 

Non-IT Positions

  • There are 4 Non-IT positions occupied by HSCL employees.
  • Each position’s duties, as detailed in the PD, were mapped to the appropriate UF classification and these mapping recommendations were then reviewed by UF Classification and Compensation.
  • These positions were reviewed for internal equity and compared to salary data for occupants of the same classifications from UF and the Smathers Libraries in order to establish the target salary for the HSCL staff in these classifications.
  • The result was that of these 4 positions, the current salaries of 2 fell below the peer (or target) salaries based on the classification and 2 positions had salaries at or above the market equity level for their classification.  Those whose current salaries fell below the target were subject to increases.
 

Results

  Maintenance (2010)

  Maintenance (2011)

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