Compensation & Benefits. Reneè Rivard, Director

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1 Compensation & Benefits Reneè Rivard, Director 22

2 Compensation and Benefits What do we do? Lead the strategic planning for all benefits administration Administer and monitor MSU s retirement plan Provide classification consultation, audit to establish new positions, and administer the salary increase process Responsible for compliance related to IRS codes, state and federal laws, and reporting requirements 23

3 Who Are We? Renee Rivard, Director Rebecca Yauch, HR Manager Compensation & Classifications Jeff Brodie, Management Analyst/Supervisor Benefits Budgeting Becky Proctor, Senior HR Professional/Supervisor Benefits Accounting Joe Galardi, HR Assistant Director Dan Mackey, HR Manager/Retirement Administrator Retirement Tony Lemke, Senior HR Professional/Supervisor Leaves Tabatha Dixon, Senior HR Professional/Supervisor Benefits

4 How do we impact you? Topics: Benefits Administration Affordable Care Act Health Fee Retirement Leave of Absences Job Classifications & Compensation 25

5 Benefits Administration What do we do? Negotiate benefit contracts with vendors Responsible for rate renewals as part of Open Enrollment Identify and implement strategies to control health care spend Ensure compliance with regulatory bodies 26

6 By the Numbers Total spend on benefits $335M Total spend on health care (health and prescription) $153M o Medical is approximately 71% of total spend o Prescription is approximately 29% of total spend Approximate total spend on specialty meds 50% 27

7 Affordable Care Act Health Fee Under the Affordable Care Act (ACA), all full-time employees must be offered employer-sponsored health care coverage Employee eligibility for, and not acceptance of, health coverage will result in a fee to the department The ACA health fee is a separate charge to units and is not a component of MSU s benefits charging process 28

8 Useful Tools/Resources MSU ACA website: ACA Time Report: 29

9 Retirement What do we do? Assist employees with their retirement plan accounts Administer and monitor the retirement plans to the IRS regulations Educate employees on their benefits as they transition to retirement, and continue to work with them in retirement 30

10 Matching 10% Contribution When an employee enrolls into the MSU 403(b) Base Retirement Program and contributes 5%, the university matches with a 10% contribution Charged on applicable wage for each participating employee, in addition to health/dental/prescription, FICA and miscellaneous fringe benefit charges 31

11 By the Numbers Data as of 12/31/2017 Total Plans Value: $5.2 billion 403(b) Base Retirement Program participation: 96.3% 403(b) Supplemental Ret. Program participation: 35.0% 457(b) Deferred Comp. Plan participation: 11.2% Employee annual contributions: $92.9 million MSU annual contributions: $87.2 million About 300 employees retire each year Average age of employees retiring: o Support staff: 62 years old o Faculty and academic staff: 67.7 years old 32

12 Useful Tools/Resources MSU retirement plan accounts: IRS contribution limits for each type of account: Information on retiring from MSU, including eligibility requirements and transition of benefits: 33

13 Leaves Of Absences What do we do? Handle all incoming requests for FMLA, medical leaves, and Long-Term Disability Process other types of leaves and the process of returning to work such as sabbaticals or layoffs Administer workers compensation plan to treat injured employees on and off campus 34

14 How do we impact you? Topics: FMLA counsel and guidance Long-Term Disability Plan guidance Administering MSU s workers compensation plan 35

15 By the Numbers CY 2016/2017 data FMLA approx. 1,000 employees/year LTD cases/year Workers Compensation Claims Cost $2.3M $2.1M 36

16 Useful Tools/Resources Workers Compensation Information and Forms: Long-Term Disability Information: MSU s FMLA Policy: 37

17 Job Classifications & Compensation Classify new support staff positions or reclassify existing positions Consult on job design and structure, review and analyze classification requests, and make recommendations Conducts labor market analysis to maintain internal and external equity 38

18 Contractual Pay Increases Tied to Reclassifications Base salary is affected when support staff employees are reclassified to another job classification with a higher pay level: Resulting pay changes are group dependent Employees being reclassified to lower level classifications do not receive pay decreases 39

19 Retroactive Pay Increases Changes to base salary for a support staff employee can be processed retroactively at the request of the department. This may affect: Raises Report information 40

20 Raise Control Totals During the professional and academic raise, control totals or union pools of merit are established for each MAU. MAU s must distribute merit to equal the control total amount within their MAU and within the applicable union group. This cannot exceed or fall below the control total. Retroactive changes to employee s salary, employment status, leave status, and union grouping can retroactively effect these control totals, which are retroactively enforced. 41

21 By the Numbers Employee Action Description Reasons Total in 2017 Reclassification Position reclassification occur when position duties change to the degree that the job classification is required to change. Any combination of job growth, increased responsibility, time/seniority, organizational need/change, etc. 548 Pay change Pay changes occur where a position s pay is changing. Link to Reason Codes for Change in Pay 679 Special Payment Authorizations (SPA) An SPA is form that is deployed to generate a lump sum payment to a support staff employee. Link to SPA form

22 Useful Tools/Resources Cognos BI Reports: Salary Comparison Report (HRP1066) o Access: HR-Payroll Folder>University HR-Payroll Reports> OMPA>Organizational Management/Personnel Administration o Access Needed: HR Unit Admin Role or by earm request Faculty Raise Report (RAI00) and Professional Raise Report (RAI002) o Access: Budget Folder>University Budge Reports>Raise Process o Access is granted to only MAU Fiscal Officers. See your Fiscal Officer for further information. 43

23 Useful Tools/Resources Continued: EBS Reports: Labor Distribution Pay Change and Cost Redistribution Activity HR Forms Workflow Report o Access Needed: HR Unit Admin Role 44

Financial Administrator Development Program

Financial Administrator Development Program Risk Management and Workers Compensation Matt McCabe Director Risk Management & Insurance Tony Lemke Senior HR Professional Human Resources January 28, 2016