Academic Professional & Unclassified/Unranked Classification-Compensation Study

Why is this study being done?

Consistency is at the heart of fairness. Additionally, this is one of University's top priorities.
To bring consistency to the process of deciding pay and position titles for PSU employees, ensuring internal equity.
To review how PSU compensation compares to the external market.
To comply with AAUP 2015/2016 negotiations requesting a review of the Academic Professionals compensation systems.
To create PSU's compensation system for Unrepresented/Unranked employees.

Create a set of job families, job levels, and pay ranges that include all Academic Professionals & Unrepresented/Unranked jobs.
Create consistent titles for jobs across departments.
Create system for rewarding performance, while recognizing expertise and experience.
Assist with employee recruitment and retention by creating career pathways, addressing internal equity, and considering the external market.
Create a compensation philosophy for PSU in order to guide initiatives around employee pay and total compensation.

A PSU Advisory Committee worked with an outside consultant, Sibson Consulting, from 2016-2018 to conduct this study.
As of 2017, there were approximately 450 Unrepresented/Unranked and 350 Academic Professionals at PSU. All of these positions would fall into the newly established job families.

Un/Un Positions	Academic Professional Positions
Each existing Un/Un job was placed in a family, at a level, with an established pay range. Any new job that is created will fall into a family and established pay range. Changes to pay may occur incrementally, if it is determined that an Un/Un employee's current pay is lower than the established range for their position. Current Un/Un employees' pay will NOT be decreased if it is determined that their current pay is higher than the established range. In these cases, pay increases may be limited as long as they are doing a job within that pay range. When Un/Un vacant positions are refilled, pay offers will fall within the established range for that position.	Updated Position Descriptions (PDs) took place between October 2020 through January 2021. Job Analysis & Classification to place each Academic Professional position into a new classification system. Each PD will be placed into a new Job Grouping/Family, Career Track and Career Level in Spring of 2021 APs will be notified of their position placement in Spring of 2021 Review & Appeal (AAUP CBA Art 17.4) will take place once APs are notified of their position placements. MOA between PSU and AAUP AP Class Comp Classification Process AP Class Comp Review & Appeals Process

Un/Un Positions

Academic Professional Positions

Each existing Un/Un job was placed in a family, at a level, with an established pay range. Any new job that is created will fall into a family and established pay range.
Changes to pay may occur incrementally, if it is determined that an Un/Un employee's current pay is lower than the established range for their position.
Current Un/Un employees' pay will NOT be decreased if it is determined that their current pay is higher than the established range. In these cases, pay increases may be limited as long as they are doing a job within that pay range.
When Un/Un vacant positions are refilled, pay offers will fall within the established range for that position.

Updated Position Descriptions (PDs) took place between October 2020 through January 2021.
Job Analysis & Classification to place each Academic Professional position into a new classification system. Each PD will be placed into a new Job Grouping/Family, Career Track and Career Level in Spring of 2021
APs will be notified of their position placement in Spring of 2021
Review & Appeal (AAUP CBA Art 17.4) will take place once APs are notified of their position placements.
MOA between PSU and AAUP
AP Class Comp Classification Process
AP Class Comp Review & Appeals Process

Un/Un Positions	Academic Professional Positions
Job Groupings (families) were created in late 2017. Job Leveling Guide was created in late 2017. Title conventions completed mid-2018. Positions placed in groupings (families) in 2018. Pay ranges for job families announced in 2018.	Job Groupings (families) were created in late 2017. Job Leveling Guide was created in late 2017. Positions being placed in groupings (families), Spring 2021 Any pay decisions would be determined through the collective bargaining process after the position placement process is complete.