WEBVTT 1 00:00:00.360 --> 00:00:02.090 My name is Regina Newton and I work for 2 00:00:02.090 --> 00:00:04.580 the Minnesota Department of Public Safety. 3 00:00:04.580 --> 00:00:07.220 Because it's state or public sector HR 4 00:00:07.220 --> 00:00:09.010 line:15% it's a slightly different functions than 5 00:00:09.010 --> 00:00:10.990 line:15% what you would see in a normal HR department. 6 00:00:10.990 --> 00:00:13.950 line:15% There's a lot of transactional human resources 7 00:00:13.950 --> 00:00:16.416 line:15% centered around staffing and movement. 8 00:00:16.416 --> 00:00:19.810 line:15% They have very specific state classification system, 9 00:00:19.810 --> 00:00:22.430 so if we have positions I would basically do 10 00:00:22.430 --> 00:00:26.130 job audit or job analysis where I'll compare those against 11 00:00:26.130 --> 00:00:28.798 line:15% like positions within that class. 12 00:00:28.798 --> 00:00:31.450 line:15% Kind of create some justification in write up 13 00:00:31.450 --> 00:00:33.970 line:15% so that we can move forward with positions. 14 00:00:33.970 --> 00:00:34.960 line:15% There's also that kind of plays 15 00:00:34.960 --> 00:00:36.750 into some compensation analysis 16 00:00:36.750 --> 00:00:39.683 which has a formal methodology that we'd work within. 17 00:00:41.210 --> 00:00:42.760 It's not a huge team, 18 00:00:42.760 --> 00:00:44.820 so honestly a little bit of everything, 19 00:00:44.820 --> 00:00:47.610 including internship program coordinator. 20 00:00:47.610 --> 00:00:50.250 For example, let's say there is a 21 00:00:50.250 --> 00:00:52.740 position group that's underrepresented. 22 00:00:52.740 --> 00:00:54.920 There's not an appropriate class for them 23 00:00:54.920 --> 00:00:56.440 to be compared against. 24 00:00:56.440 --> 00:00:58.650 We had that happen recently. 25 00:00:58.650 --> 00:01:01.410 The security guards that work within the capital, 26 00:01:01.410 --> 00:01:02.940 they don't just patrol. 27 00:01:02.940 --> 00:01:05.300 They deal with rallies, they have to look at 28 00:01:05.300 --> 00:01:06.820 protecting first amendment rights. 29 00:01:06.820 --> 00:01:09.430 There were a lot of things that really 30 00:01:09.430 --> 00:01:11.460 line:15% didn't compare to that position, 31 00:01:11.460 --> 00:01:13.760 line:15% so we called a basically, a hay rating, 32 00:01:13.760 --> 00:01:16.010 line:15% that worked across the agency so we had 33 00:01:16.010 --> 00:01:19.790 line:15% I think at least five or six different agencies represented. 34 00:01:19.790 --> 00:01:21.700 We were able to all walk through. 35 00:01:21.700 --> 00:01:25.370 We got a tour and presentation from that group. 36 00:01:25.370 --> 00:01:26.560 That was basically telling 37 00:01:26.560 --> 00:01:28.320 how their position can be different. 38 00:01:28.320 --> 00:01:30.730 And then the agency raters, 39 00:01:30.730 --> 00:01:34.220 these are kind of seasoned compensation analysts 40 00:01:34.220 --> 00:01:37.190 within the other agencies within the state, 41 00:01:37.190 --> 00:01:39.320 all got together and just had a conversation. 42 00:01:39.320 --> 00:01:41.580 Really hashed out all the pieces to that position 43 00:01:41.580 --> 00:01:43.640 that made it unique so that they could 44 00:01:43.640 --> 00:01:46.536 come up with an appropriate rating and class for it. 45 00:01:46.536 --> 00:01:49.190 That would be a good example of how everybody came together 46 00:01:49.190 --> 00:01:50.940 line:15% and kind of worked across those lines. 47 00:01:50.940 --> 00:01:52.910 line:15% It also gave those different perspectives because 48 00:01:52.910 --> 00:01:56.150 line:15% their agencies may have slightly different 49 00:01:57.630 --> 00:01:58.980 line:15% they might have similar positions, 50 00:01:58.980 --> 00:02:02.440 but it can give that perspective to how different it is 51 00:02:02.440 --> 00:02:03.980 and what would that warrant.