New TEAMS classifications for Information Technolog

1
IT Classification Pilot

• New TEAMS classifications for Information
  Technology positions at the

Kris Pagenkopf, Classification and
Compensation Susan Simpson, Central Employment
Center Division of Human Resources
2
Overview

• Current class specifications are over 10 years
  old
• IT workplace has changed significantly
• Recruitment and retention of IT talent has been a
  problem
• Need for class revision long overdue

3
Overview

• TEAMS pay plan afforded opportunity to correct
  deficiencies in IT classifications and recruiting
• Provosts office appointed a committee composed
  of IT professionals to develop a new, more
  responsive scheme for classifying IT positions

4
Overview

• New classification series based upon level of
  expertise and discipline
• Seven classifications
• From Entry to Principal
• Pay grades based upon University environment and
  market
• Recruiting flexibility to allow a broader range
  of applicants to be considered

5
Overview

• Available May 15
• Approved for six months
• New classifications available only for newly
  established and vacant positions
• All hires will be TEAMS employees
• During pilot, current employees may not be
  reclassified into new classifications

6
Classification Information

• Seven new class specifications developed with
  attributes unique to IT
• Entry
• Intermediate
• Practitioner
• Specialist
• Expert
• Senior
• Principal

7
Minimum Qualifications

• Seven new class specifications developed with
  attributes unique to IT
• Entry High school diploma
• Intermediate HS plus 1 year of any combination
  of experience, education or certification
• Practitioner HS plus 2 years of any combination
• Specialist HS plus 3 years of any combination
• Expert HS plus 4 years of any combination
• Senior HS plus 5 years of any combination
• Principal HS plus 6 years of any combination

8
Minimum Qualifications

• Degree field should be relevant to position
• Any combination of education and experience may
  count toward required minimum qualifications
• Certifications may count toward required
  experience

9
Disciplines

• Developed to
• Reflect the market changes in IT specialty areas
• Provide additional information for the job
  classification efforts

10
Disciplines

• Applications
• Business
• Data
• Network
• Research
• Support
• Systems

See your handout for more information
11
Pay Scales

• Minimum starting pay
• Entry 8.00 (16,704)
• Intermediate 9.57 (19,982)
• Practitioner 11.67 (24,367)
• Specialist 13.88 (28,981)
• Expert 34,756
• Senior 41,943
• Principal 49,860

Expected starting salary range should be
advertised and may be above the minimum
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Other Pay Issues/Retirement

• Entry-Specialist positions
• All are non-exempt (eligible for overtime at 1 ½
  times regular rate of pay)
• Eligible for on-call pay
• All are eligible for FRS or PEORP
• Expert-Principal positions
• All are exempt (no overtime provisions)
• Not eligible for on-call pay
• All are eligible for ORP, FRS, or PEORP

13
Classification Information

• Position described on new form
• Submitted through administrative channels
• Reviewed and classified by Classification
  Compensation
• Use of Working Title as suggested by examples
  in IT committee report
• Advisory review by members of IT committee

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Recruiting and Hiring

• How positions are advertised
• How to apply
• Screening and referral procedures
• Job offer

15
Advertising Procedures

• Both non-exempt and exempt positions
• Post in Position Vacancy Announcement (PVA)
  system
• For a minimum of seven days
• May post one specific title
• Such as practitioner
• May post a series of three consecutive titles
• Example Intermediate, practitioner, expert
• Minimum qualifications listed will be those of
  lowest title in series

16
Application Procedures

• Applicants will apply using a cover letter and
  resume
• If the position is non-exempt or the series
  includes a non-exempt title, Central Employment
  will contact applicants to obtain a Non-Exempt
  Employment Application

17
Screening Referral Procedures

• All applicants who meet minimum qualifications
  will be forwarded
• If a series is used, all applicants who meet
  requirements for lowest level position will be
  forwarded

18
Job Offer

• If one specific position was advertised, job
  offer will be made at that level
• If a series was advertised, the department may
  offer at any level as long as applicant meets the
  minimum requirements
• Salary offered has to be at or above established
  minimum

19
Retention

• Compensation to retain and reward employees
  accomplished using
• Special Pay Increases
• Increased responsibilities
• Market conditions/exterior counter-offers
• Acquisition of skills or training
• Performance
• Bonuses (lump-sums)
• Special projects
• Productivity/goal achievement

20
Evaluation of IT Pilot

• At end of six months
• TBA

21
More Information

• Visit the web
• http//www.hr.ufl.edu/departmental/itplan.htm
• See packet for
• Position classifications, disciplines, working
  titles
• Copy of new position description form
• Competency matrix
• Requirements, pay, class codes FLSA information

22
More Information

• Classification and Compensation help
• 392-1213
• Kris Pagenkopf, kris-pagenkopf_at_ufl.edu
• Recruiting and hiring help, contact Central
  Employment
• 392-4621
• Susan Simpson, susan-simpson_at_ufl.edu
• Jean Monde, jean-monde_at_ufl.edu

23
IT Committee

• Jan van der Aa
• Dallas Antley
• Mike Conlon
• Warren Curry
• Donna Johnson
• Pete Kearney
• John Madey

• Dan Miller
• Eric Olson
• Dave Pokorney
• Jack Sabin
• Hansford Tyler
• Irma Velez
• Steve Wing

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IT Classification Pilot

• New TEAMS classifications for Information
  Technology positions at the