Final Report from Ad Hoc Committee on Compensation Issues
The Ad-Hoc Committee on Compensation Issues completed its work on September 28, 2005 after holding four meetings. The committee was charged with learning about pay practices and policies for classified and wage employees with a particular emphasis on the entry-level salaries for the University’s lowest paid positions. It was further charged to make recommendations to the University if, as a result of the work done by the committee, it was believed that changes should be made to the University’s compensation practices. To these ends, the committee educated itself about the compensation polices for classified employees, learned what were allowable reasons to adjust classified employee salaries, learned that the University’s benchmark for measuring the adequacy of its starting salaries was 95% of the starting salary paid to custodians in Stafford County government, and reviewed results of a market study done during the summer of 2005 on custodian and groundskeepers positions in Stafford, Spotsylvania and Fredericksburg governments.
Through presentations by the University’s Department of Human Resources staff, the committee learned that as a public entity, the University has a responsibility to the taxpayers of Virginia to use their funds wisely and effectively and that based on that responsibility, the University’s policy is to pay salaries sufficient to attract and retain qualified employees. The committee also received a report from the University’s Assistant VP for Human Resources that turnover and retention data indicate that the University’s base rate benchmark of 95% of the starting pay for custodians in Stafford County government has been effective to attract and retain qualified employees. The report also said that an updated comparison of total compensation offered by Stafford versus the state would support an increase in the University base rate from 95% to 100% of Stafford’s salary for custodians.
Following some very thoughtful discussions the committee passed the following resolutions which are being forwarded to President Anderson as recommendations for action. All the resolutions were passed unanimously except for the first one which had one abstention vote.
1. The University of Mary Washington will immediately establish as its base rate of pay for housekeepers and groundskeepers the entry-level compensation for those positions in Stafford County government. Currently, for housekeepers (Custodian I) that figure is $19,094 and for Groundskeepers (Park Maintenance Worker I) it is $21,070. Additionally, UMW will conduct a yearly market analysis to make sure starting salaries for these two positions at least match the lowest commensurate entry-level positions for Stafford, Spotsylvania or Fredericksburg governments.
University Action
(A) Effective March 10, 2006, the University base rate for all full-time employees increased to $19,094. On March 20, 2006, 33 wage employees received the new hourly rate of $9.18. Eleven Housekeeping Workers received University base-rate increases as follows:
Minimum Salary prior to 11/25/05: $17,610
Minimum Salary on 11/25/05: $18,138
Minimum Current Salary: $19,094
Other Housekeeping Worker salaries currently range from $19,394- $25,571.
(B) To ensure that the committee recommendation regarding entry-level Grounds Worker salaries complied with state compensation guidelines, the University conducted a classification study of the Grounds Worker position series. The study indicated that the duties assigned to the Grounds Worker and Grounds Worker Senior positions (Band 1) should be reallocated to Grounds Lead Worker (Band 3). Under state and University salary guidelines, the minimum salary for the Grounds Lead Worker is $22,188. Twelve employees were eligible for the reallocation and salary increases as follows:
Minimum Salary prior to 11/25/05: $17,610
Minimum Salary on 11/25/05: $18,138
Minimum Current Salary: $22,188
Currently, Grounds Lead Worker salaries range from $22,188 to $36,851.
2. The University of Mary Washington will establish and fund an employment process that 1) allows hiring at the fully functioning level, i.e. at salary levels above the minimum level set for a particular position and 2) permits salary increases to occur as a result of an employee acquiring new skills, knowledge and/or abilities. The rates for fully functioning employees will be tied to the Stafford County Custodian II and Parks Maintenance Worker II positions which are currently at $21,070 and $24,440 respectively.
- The University will make immediate adjustments to these levels for those workers who have acquired the necessary skills, knowledge and abilities required for consideration for in-band adjustments. The University will conduct a yearly market analysis to make sure salaries for fully functioning employees in these positions at least match the lowest commensurate level positions for Stafford, Spotsylvania or Fredericksburg governments.
University Action
(A) Under Classified Compensation Reform (9/2000) the University is permitted to hire employees at salaries commensurate with skills and experience, which may be above the range minimum for a particular position. The University has established and funded the University of Mary Washington In-band Salary Adjustment Process for Classified and Wage Employees. In this process, classified and wage employees are eligible to be reviewed for salary increases resulting from newly acquired skills, knowledge and /or abilities.
(B) To ensure that the committee’s recommendation #2 concerning salary adjustments for current fully functioning Housekeeping and Ground Workers complied with state compensation guidelines, the classification study for the Housekeeping and Grounds Worker series included a review of this issue.
Based on the study, it was determined that the University’s desire for salary and career growth within the Housekeeping Worker and Grounds Worker series would be best accomplished with the use of the In-band Salary Adjustment Process and the proper reclassification of higher level positions in each position series, creating future promotional opportunities.
The Housekeeping Worker Senior Position (Band 1) was reviewed and reallocated to Housekeeping Supervisor (Band 2). Under state and University salary guidelines, the minimum salary for this position is now $20,412. Six Housekeeping Worker Seniors were reallocated to Housekeeping Supervisors with salary increases as follows:
Minimum Prior to 11/25/05: $17,610
Minimum on 11/25/05: $18,138
Current Minimum: $20,412
Salaries of current Housekeeper Supervisor range from $21,959 to $24,429.
The new position of Grounds Lead Worker Senior was created as a promotional opportunity for the Grounds Lead Worker. Three new positions were established, each of which was filled by a current Grounds Lead Worker through a competitive recruitment process. The new minimum salary for the Grounds Lead Worker Senior is $24,257.
Current salaries for Grounds Lead Worker Seniors range from $25,918 to $30,891.
3. The University of Mary Washington Foundation will give an annual Holiday bonus in December to classified workers in pay bands I and II (and, if feasible, ALL Classified Workers) of a minimum $500.
University Action
This recommendation was not implemented due to inadequate funding.
4. The University will systematically address compression issues brought about as a result of the implementation of motion number one.
University Action
In addition to the salary actions described above, 23 employees, the majority of whom were wage employees, received salary adjustments to relieve compression resulting from the base-rate and reclassification adjustments. Compression resulted in pay bands 1 and 2. Adjustments were made to establish a minimum 2.25% differentiation between salary sub bands.
5. Public reports will be placed on the University’s web site that speak to actions taken by the University to address the recommendations (motions) made to the President by this committee.
University Action
This report will be posted on the Executive Vice President's web site by the end of the month.
The committee appreciates the opportunity to work on the issue of compensation issues for classified employees and looks forward to whatever actions the University can take in regard to the recommendations.
Banner Employee Self-Service "Go-Live" -- January 17, 2005
Today marks another milestone in the implementation of the Banner information
system; it is the day “Employee Self Service” goes live.
As you may recall, Banner Finance, Advancement, and Admissions went
live during the previous two semesters.
Beginning today, you will be able to access personal and job information
on-line through your own computer or through the two new public computer
stations set up for your convenience; one at the Office of Human Resources
and the other at Facilities Services in the Physical Plant. Such information
as your mailing address, emergency contact information, and current
job position will be easily accessible. Benefits, deductions, and pay
information can also be viewed through direct links to the State’s
“Employee Direct” and “Payline” on-line services.
I encourage you to take advantage of this new opportunity and ask that
you sign on today or as soon as possible and provide the Office of Human
Resources with your emergency contact information. Instructions on how
to do this as well as how to access the system are available through
the Human Resources website (listed below). Your User ID
is your network login (the letters before @umw.edu in your email address)
and your PIN is the last four digits of your social security number
followed by your two digit birth month, ex. April=04). Once you are logged into the system, follow the instructions to change your
PIN.
To view the online instructions, go to:
Thank you, and welcome to Banner Employee Self Service!