University Times

Proposed staff job reclassification is subject of June 8 staff assembly

The Staff Association Council (SAC) has rescheduled its spring assembly on the new job classification system for June 8, noon to 1 p.m., in the William Pitt Union Ballroom.

Speaking will be Human Resources' Ron Frisch, associate vice chancellor; Jim Edgerton, assistant vice chancellor for compensation and benefits, and Mark Burdsall, compensation supervisor.

The group will outline and answer questions about the proposed staff classification system. The new system (which Human Resources wants to implement July 1) is expected to streamline the number of staff job classifications, identify career paths and impro ve staff retention at Pitt, according to Human Resources officials.

A preliminary outline of the plan was presented at the SAC-sponsored fall staff assembly last November. Frisch reported on the plan to the University Senate's budget policies committee in February. He also shared a draft copy with SAC officers in March, b ut insisted they keep specifics of the plan confidential, pending administrative review.

"A lot of staff have contacted me by phone and e-mail with their questions," SAC president Rich Colwell said. "But I still can't address any of the details of the plan, so I tell them to please come to our assembly if they have any questions. Even though discussions with Human Resources [and SAC officers] are continuing about the plan, we still have deep concerns about the salary administration part — something we want addressed at the assembly — as well as other parts."

Pitt staff jobs were last reclassified in 1987. Excluding unionized employees and some upper-administration staff who are not covered by the new plan, about 4,500 staff positions are being evaluated, according to Human Resources.

Currently, there are 155 Pitt job classifications, a number that is expected to be cut in half.

The new plan also is expected to reduce Pitt's annual staff turnover rate, currently about 28 percent. That figure includes positions opened up by staff who transfer to other jobs within the University. Transferring staff fill about one in four staff jobs here.

Since last fall, Human Resources staff have been presenting details of the plan to University administrators and department heads.

Administrators are being asked to look at how staff in their units are classified under the plan and at the newly created "job families," which are designed to give staff who wish to transfer clearer guidelines for advancement.

In creating job families, Human Resources officials said they evaluated and then linked positions across University units using the following categories: contact level (interaction of a staff member within and outside the University); level of authority i n a department's financial and budget operations; level of education and experience required; typical activities and duties; working title; organizational impact of the job within a unit; amount of problem-solving necessary, and level of supervision requi red.

The spring assembly, titled "Human Resources Initiatives: The Staff Classification System," is open to all staff. For more information, call 624-4236.

–Peter Hart