1	Mississippi University for Women Classification Plan Update Spring 2005
2	Background March 24, 2003 – Staff Classification Committee appointed
3	Background Committee’s Goal: get staff input for the development of MUW’s classification plan 14 meetings were held with staff beginning in early fall ’03
4	Background The Staff Classification Committee Report submitted to the administration on 4/23/04
5	Background Report recommendations: Hire a professional consultant Consider the staff salary administration policy created by the committee Create transparent University policies and procedures Consider experience and education for base pay Base raises on a combination of cost of living, performance and merit Implement reward systems and programs
6	Background May 6, 2004 Response from the Administration Funds not available for outside consultant Steps to begin to develop a position classification system on campus
7	Classification Plan Purpose Attract, motivate and retain productive staff members
8	First Phase Define classification categories http://www.muw.edu/personnel/classplan.html
9	First Phase Summer ‘04 Classification Definitions draft developed Input received from Unit Managers
10	First Phase Fall ‘04 Classification spreadsheet developed based on Unit Managers’ recommendations
11	First Phase Group like positions together By reviewing job descriptions By relying on unit managers’ recommendations By making some judgment calls after discussion and sometimes disagreement Maintain “working titles”
12	First Phase Current Working Titles include:
13	First Phase What do these titles mean?
14	First Phase Current working titles also include:
15	First Phase Under the classification plan, every non-faculty position was placed in one of the classifications.
16	First Phase Every position in a classification may not have met each specific criterion, but they did meet most of the criteria.
17	First Phase Classification Plan
18	First Phase Summary Classification Definitions Group similar positions and establish consistent qualifications for positions Are representative of the positions within them Provide descriptions that generally apply to each of the positions Allow flexibility for positions to have unique responsibilities or qualifications not stated in the classification description
19	First Phase Summary Continued Will require the University to be more disciplined in determining position titles Will not replace “working titles” Will appear on job announcements with working title Ex: Custodian I – Working Title Service Maintenance I - Classification
20	First Phase Include 25 Classifications May have I, II, or III designation Higher designation, more organizational responsibility
21	First Phase Classifications Accounting Service I Accounting Service II Administrative Assistant I Administrative Assistant II Cashier I Cashier II
22	First Phase Classifications Continued Clerk I Clerk II Coordinator I Coordinator II Executive Assistant Executive Management
23	First Phase Classifications Continued Protective Service I Protective Service II Service Maintenance I Service Maintenance II Service Maintenance III
24	First Phase Classifications Continued Skilled Crafts I Skilled Crafts II Skilled Crafts III Specialist I Specialist II
25	First Phase Classifications Continued Technical Specialist I Technical Specialist II Unit Director
26	Second Phase Establishes a salary range for each classification Reflects a +/-20% range to the average Ensures that salary levels for staff positions will over time become consistent within the classifications
27	Final Phase Procedures will be developed to carry out the plan on an ongoing basis.
28	Final Phase Reclassifying positions Moving from one classification to another Reviewing and updating salary ranges Addressing other issues that might arise