Bruce Tingle, CCP and Michelle Karr, CCPUTSA

29,000 studentsSecond largest University in UT System800 full time faculty2,500 staff employees

Annual merit exerciseAd hoc pay adjustments throughout yearSalary equity exercise

Formalized salary structuresRegular structure updates

Significant progress in addressing broad pay issues

Targeted specific job groupsManagement education

Improve starting salariesFocus on competitive pay

Management commitmentIn past, equity exercises, gave general guidance.

Limited BudgetSenior Management Request to have HR:

Allocate budget to areas with most needProvide individual increase recommendations

Incumbent data available to HR:Length of service at UniversityAnnual performance ratingsCompa-ratio

Differences in pay distribution between grades

Name Job Title2009

Rating

What is the employee’s sustained

performance level?

JOB PROFICIENCYHow proficient is the employee

in his/her job duties

SCOPEDoes the employee

have responsibilities

significantly greater than the standard

job duties?I SP

-SP SP

+O Entry Dev. Prof. Expert Yes

Jane Sr. Analyst SP

Joe Analyst O

Jack Admin. SP

Jill Manager O

Simple, easy to use toolPreliminary feedback indicates that the people identified for an increase were the most deservingLessons Learned:

Difficult to administer in Excel and AccessScope modifier was not clearly understoodAssessment scale may need slight modifications

1.0

Grade 61

ENTRY

FULLY COMPETENT

SENIOR

Scope of Job

PAY

This is what we want to look for