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Data analysis phase of compensation study to conclude in April |
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Kim Harvey |
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Apr 1, 2008 |
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Phase three of a compensation study that affects about 600 UT employees is expected to be completed by the end of April.
The project, called Professional Staff Compensation Study, was initiated in 2006 by Human Resources personnel. The focus included more than 600 professional staff on Main Campus. According to Connie Michalak, interim compensation manager in Human Resources, the long-term goal is to develop a new compensation model that, eventually, will be applied to non-faculty employees on all campuses.
“We expect to have employee data analyzed by the end of April,” Michalak said. “Two independent consultants have completed extensive review of the information, and we expect to move into phase four by May.”
Michalak said approximately 100 of the positions have already been updated due to modifications that took place during the University’s merger.
Data collected from professional staffers included titles, job duties, reporting lines and other employment-related information. Approximately 80 percent of affected employees participated in the process.
“Eventually, this study will lead to the development of a system that will allow us to update our salary ranges every two years, tie data to the marketplace to reflect fair market salaries, and ensure flexibility as UT continues to grow and evolve,” Michalak said.
Details about the study are posted on the Human Resources Web page at http://www.utoledo.edu/depts/hr/main/compensation.html.
Phase four of the study will involve communicating results. Human Resources staff will relay recommendations to executive staff, individual meetings will be held with administrative staff, letters will be sent to appropriate personnel, and open meetings will be scheduled. An appeal process will be developed, as well.
“Many salary equity issues have already been identified and addressed over the last three to four years,” Michalak said. “Overall, the University does not have an issue attracting and retaining qualified professional staff, as evidenced by stable and less-than-expected turnover rates in most disciplines.”
Issues of salary equity, she added, will be addressed on case-by-case bases.
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