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Classification & Compensation

A Liaison’s Guide

Lee Starnes Classification & Compensation Analyst

Classification & Compensation

hstarnes@tamu.edu

979.845.8482

http://employees.tamu.edu/compensation

03/04/2014

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• What is Class & Comp?

• Classified Vs. Nonclassified Titles

• Creating a New Position

• Reclassifying an Existing Position

• Common Mistakes

• Concerns From Previous Audits

What We Will Cover Today

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• The unit within the Human Resources department that

serves as the point of contact for departments and

administers compensation issues for non-faculty (staff

positions) such as:

• Creating new budgeted positions

• Reclassifying/Re-titling existing positions

• Salary or pay rates when filling new or vacant positions

• Working time and overtime exemption issues

• Other types of salary changes

What is Class & Comp?

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• Classified Titles:

• Include generic descriptions for each title

• Include minimum pay rates for each title

• Almost always FLSA Non-Exempt (hourly pay)

• Non-Classified Titles:

• Include generic descriptions for some (few) titles

• Pay ranges fluctuate (except career ladder titles)

• Almost always FLSA Exempt (monthly pay)

Classified Vs. Nonclassified Titles

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• Career Ladder Titles:

• May include Classified and/or Nonclassified titles

• Established minimum salary rate or range

• Hiring rates follow guidelines of Classified or Nonclassified,

depending on which is appropriate

Career Ladder Titles

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• Classified: Must create and post at title minimum rate.

• Department Head can approve up to 10% above minimum with

superior candidate qualifications at point of hire.

• Nonclassified: Must use HR Approved Rate (contact

Class & Comp for range)

• ANY amount above HR-Approved rate requires justification and

approval from appropriate VP/Designee

• Career Ladder: Must create and post at title minimum

rate or approved range.

• Follow Classified or Nonclassified rules for hiring at greater rate,

depending on the title.

Hiring Rates

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• Department head wants to post at a higher minimum

because he/she thinks the minimum is too low

• The last person in the position was budgeted at 40%

more than the minimum rate, and the supervisor wants

to post and fill at the last budgeted rate

• Department requested and received approval for a

higher minimum rate from their VP/Dean or designee

prior to vacancy posting

Situations That Do Not Justify Higher

Pay For Classified Positions

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• Pay attention to equity issues, especially with

Nonclassified titles.

• Using the last budgeted rate allows some flexibility if the position

has not been reclassified, but use with discretion.

• Departments can use new hires as an opportunity for salary

savings and to give a new employee room for advancement.

• Equity issues can land the university in trouble with

organizations such as the EEOC or the OFCCP.

Inequities found during audits will yield questions

directed towards supervisors and departments where it

exists.

Equity Concerns

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• Required approvals and requested information to create

a new position

• Director or above (varies by dept.)

• Position Description

• Organization Chart!

• Submit to HR Classification & Compensation unit for job

analysis

• Title and salary rate approved and email notification sent

out to HR Liaison

• Department submits posting to Recruitment to post

Creating a New Position

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• Required approvals and requested information to

reclassify a position

• Director or above (varies by dept.)

• Significant differences between current duties and proposed

duties

• Organization Chart and Resume!

• Degree Verification (if relevant)

• Submit to HR Classification & Compensation unit for job

analysis

• When approved, email notification sent to HR Liaison

Reclassifications

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International Faculty & Scholar Services

Any change in salary , qualifications, or duties for a position being

performed by a foreign national employee must be reviewed first by

International Faculty & Scholar Services.

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• Qualifications written in the wrong section

• No time estimates in equipment section

• “Related Field”

• Unconfirmed salary for Non-classified positions

• Duties not separated enough

• “Related Duties”

• Supervisory duties not indicated

• “Discretion & Independent Judgement”

• Job duties don’t add up to 100%

Common Mistakes During New

Positions & Reclassifications

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• PDs not kept current or updated

• No record of employee reviewing PD within the first 30

days of employment

• No evidence that PD had been reviewed during annual

performance evaluation process

• Minimum required qualifications on PD didn’t match the

employee’s qualifications

• Proper classification via Fair Labor Standards Act (FLSA)

• Salary guidelines not followed

Compliance Concerns of Past Audits

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Questions?

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Classification &

Compensation

Office

979.845.4170

hrcomp@tamu.edu

Michelle Steedly – Manager, Class & Comp

979.862.3904 | msteedly@tamu.edu

Lee Starnes – Class & Comp Analyst

979.845.8482 | hstarnes@tamu.edu

Patti Tidwell – Sr. Class & Comp Analyst

979.862.4394 | ptidwell@tamu.edu

John Williams – Sr. Class & Comp Analyst

979.845.1466 | john.c.williams@tamu.edu

Sylvia Coburn – PATH Administrator

979.862.1016 | scoburn@tamu.edu

Contact Information