UMS EXEMPT PAY PROGRAM TASK
FORCE UPDATE
The Exempt Pay Program Task Force reconvened in early 1997, after the
appointment of Donald Tynes as System Human Resources Director. With a full complement of both
old and new members, including two financial vice-presidents, the task force began the work on
the development of the exempt pay program, including discussion of the concepts of job evaluation
methodology, salary structure and pay administration for exempt staff. The task force agreed that
the continuation of the development of the exempt pay program would follow the Preliminary Report
issued in May, 1995, as it had been accepted by the Chancellor. This report was also share with
CUSS.
The May 1995 Report recommendations included market pricing and whole job
ranking for job evaluation methodology. The market for the exempt pay structure will be a
regional/national market reflecting recruitment market for those jobs.
The task force has begun a preliminary comparison of the policies that
govern the UMS employment categories and those categories in the BOT institutions. The task
force agreed that its stated goal is that all system institutions offer the same rights and
benefits within the employment categories, that each employment category should be governed
by the same policies throughout the System.
A Technical Work Group has been formed, and has begun the accumulation
of data and examination of the information necessary to work on the design phase of the Exempt
Pay Program.
In order to ensure that there will be sufficient time to complete the
Exempt Pay Program, the target date for implementation of the Exempt Pay Program has been
moved to January 1, 1999. CUSS is represented on the task force, and will continue to monitor
the progress of the task force, and to provide full information of its progress to the Council.
