Yes, all employees (include student employees) will use Ignite to apply for positions. Job postings for staff will be listed in Ignite. Faculty positions will be processed in other systems, but when a candidate has been selected, they will need to complete an application in Ignite so that their demographic information will be in Ignite.
Yes. Ignite will be used to track available leave. Ignite will provide easy access to view remaining leave balances (and upcoming scheduled leave). As already communicated, leave policies will be changing, effective January 1, 2020. You can view those policies here.
The Help Desk tool in Ignite is a supplement to the existing processes for askHR. Employees can still call 2000 or email askHR@baylor.edu. Requests submitted there will be entered in to the tracking tool Ignite's HR Help Desk.
The response time is the same as it is today and will include a confirmation response that the request was successfully submitted. As resolution time will vary with each request based on content and research needs, follow-up responses will be sent within 48 hours with next steps and resolution once available.
Learning tracks are a way of grouping classes with similar topics or aimed at a specific audience (for example, communications classes or classes for new supervisors). These are set up by human resources staff.
Removing courses without offerings is a manual process, but the intention is to only have courses with current offerings active in the catalog. There isn't a way to automatically notify when a new offering is added.
Yes, each year's scheduled holidays will be loaded and shown in Ignite when you are viewing leave schedules. Non-exempt (hourly) employees will continue to submit holiday hours in order to be paid for that time.
Leave of all types can be changed and requested retroactively in Ignite and will be applied with manager approval. This includes sick time, as well as vacation requests that do not end up being used. Leave can also be modified retroactively.
All faculty members who are on a 10 month contract and who are on Baylor's medical plan will pay their medical insurance premiums over a 10 month period (August though May) but will have medical coverage for the full calendar year. This is the case regardless if they receive a pay check in June and July.
If your Time Card is under 80 hours (40 hours for student employees) in total for the two-week pay period, it will be auto submitted. You will need to contact your manager about correcting your Time Card.
The Web Clock will allow you to conveniently clock in and out of work as you begin and end each workday. The Time Card feature allows you to manually enter your time worked. Your department will decide whether the Time Card or Web Clock feature is used.
Once you have added hours worked and selected OK, if you are not ready to submit your time card for approval you should choose the Save and Close option. You should not select Submit until you are ready for your time card to be sent for approval.
The extent to which Baylor is being proactive in sharing compensation information with employees. Baylor has decided to share pay rates and pay band information with each manager of staff. Staff pay and their associated pay band will not be disclosed outside of their supervisor and respective leadership chain. In higher education, public institutions are required to disclose salary data. Baylor's move towards pay transparency aligns with this industry practice.
a. In order to achieve Baylor's strategic plan, Illuminate, Baylor must continue to attract, reward and retain the best and brightest. Transparency in pay can increase intent to stay by 34% (Source: Gartner, Inc.). Additionally, a guiding principle of Ignite, is Transparency and Inclusion of information through-out campus. Compensation information is one piece of information that will now be shared in a more transparent fashion. Improve perceptions of pay fairness. Supports and clarifies lateral movement across the University. 86% of organizations are either taking action or intending to take action to increase transparency (Gartner, Inc.). This allows us to provide a greater line of sight into pay and professional development. Increased demand for pay transparency reflected in the growth of pay information websites such as salary.com and glassdoor.com. In 2018, 30% of employees in the US consulted an online pay information source (example: Glassdoor, Payscale) in the last year (Source: Gartner, Inc.). On average, organizations will need to be 60% more transparent two years from now than they were two years ago (Source: Gartner, Inc.)
It's a structure that allows Baylor to group like jobs with similar rates of pay. Baylor utilizes wide ranges for our pay bands. Multiple jobs can be placed on the same pay band. Wide pay bands also allow for differentiation for individual staff based on experience, education, and performance. It's a structure that supports paying jobs at market competitive rates, reflective of judicious stewardship, and internal equity.
A set pay structure that determines exact pay. Discretion for pay remains with managers and leadership. A structure that never changes. Baylor's pay bands are reviewed annually and updated as the market changes. A structure that can be changed by a direct manager. It is reviewed by HR from a holistic review of the entire university, not individual departments or positions. Baylor values experience and will compensate for experience however it is not the primary driver in a pay band. Staff pay bands are not the same as the structure for Baylor's health insurance premiums. A view of the total compensation package. A pay band does not account for Baylor's rich benefit package.
Jobs that require similar experience, education and job duties are grouped on the same pay band. For example, all Office Managers across campus are on Pay Band 3. This does not mean all office manager jobs are the same, differentiation in pay can and will exist, however it will be remain consistent within the pay band. If a question exists in regards to the right pay band for the job: the manager and employee should review the associated job profile to understand if it accurately represents the role. If the employees role varies significantly (greater than 40%) from the job profile, document the differentiation and reach out to your HR Consultant to discuss a more accurate job profile. Additionally, a different job profile does not necessarily mean a different pay band.
Absolutely! It is expected employee's will have questions about their pay and you will be the person most familiar with their job. Review the provided resources and reach out to your HR Consultant if you need additional help in preparing for your conversation with your employee. With the support and partnership of HR, market data, internal equity, and job profiles managers own pay decisions. Employees believe their direct manager is the most trustworthy source of pay information compared to other sources such as senior executives, compensation function, coworkers and external internet sites. (Source: Gartner, Inc.)
This is largely dependent on years in role, market rate for the specific job, experience, education level compared to requirement for job and performance. Multiple jobs can be placed on the same pay bands.
Pay consists of many different factors beyond the education and experience requirements listed on the profile. Performance, internal equity within your team and like roles on campus, and time in position may also be a factor.
Entry - 25th: staff member may be junior in the role or just meet the required experience and education requirements as opposed to far exceeding them. As they progress in their experience and skill level and perform at a high level, there is opportunity to move deeper within the pay band. The staff member may also be within this range due to the specific range for their job. 25th - Midpoint: staff member is paid at market based on the role's duties, scope, responsibilities, education and experience.
Midpoint - Max: staff member is paid above market. This is likely due to experience above and beyond the required or preferred. When an employee is towards the top of the pay band this should be a signal to the manager that the employee is currently being paid above what other organizations pay for this job. Employees should begin development conversations with their manager to understand the employee's plans and desires on career next steps.
Staff have a few tools they can utilize to move deeper into the pay band:
i. Obtain additional education that pertains to their current role (Degree above what is required by their job profile);
ii. Certification increases may be an option if the certification requires continued education and an examination, example: Certified Public Accountant (CPA);
iii. Performance. Baylor supports a pay for performance compensation philosophy and leaders have the ability and are encouraged to differentiate merit increases amongst high performers.
iv. Additional job duties or responsibilities. HR can help determine if the job should be shifted into a different job profile, and what increase would be appropriate given market data, internal equity, and the additional responsibilities.
A job profile is a summary of the duties, essential functions and responsibilities of a given job. Job profiles are used to group similar jobs, standardize functions, and apply consistency in pay. A profile is broad in nature and can encompass several different positions and span across Divisions.
A job profile is not a listing of every duty or task that an employee will be responsible for. Additionally, the profile is typically not department-specific and should not list specific systems, locations or other position titles.
Job profiles will facilitate efficiency and effectiveness in the process such as recruiting, performance appraisals, and organizational changes. Job profiles clarify Baylor's desire to support employees in understanding how their work is meaningful to the University's students and mission.
A profile has been consolidated and simplified to align with Ignite's Guiding Principles of simplicity and standardization. A job description has historically been much more detailed. Currently, each staff member is assigned their own job description. Going forward in Ignite, staff members in similar positions will all have the same job profile.
Ignite was developed to streamline and standardize the university's complex processes. By consolidating and simplifying previous job descriptions, we have created new job profiles that are consistent and align across campus. If it's helpful for you to have a specific list of the responsibilities for your position, you and your manager can track this information outside of Ignite. You and your manager may decide it's helpful to make a copy of your current job description with detailed, department-specific tasks. If this is the case, you can view your job description and make a copy before May 1, 2020. This is only necessary if you and your manager think it would be helpful in the performance of day-to-day tasks. HR will not request to review this information.
Beginning March 2020, staff and managers will no longer be able to edit job descriptions within the database unless the changes are needed for a posted, vacant position. Access to the job description database will end on May 1, 2020.
These are called "Desk Descriptions", and will be housed outside of Ignite. In partnership with your manager, it will be your responsibly to keep it up to date. The performance appraisal and goal setting process is another opportunity for you and your manager to document new responsibilities and achievements.
Staff and managers will be able to view their job profile in Ignite. The format will look different however all of the same categories will continue to exist, for example Education, Campus Security Authority, and experience
All staff will be assigned a job profile in Ignite. There are also new student employment job profiles. Following the launch of Ignite, please reach
out to Student Employment if you have questions regarding the student profiles. The use and applicability of student profiles will closely match the philosophy and use of staff profiles.
Job profiles are designed to group jobs with similar duties and scope within a profile. Positions are assigned to job profiles based on their similarities of duties, education, reporting relationship, supervisory responsibilities and years of experience.
Your Job Profile should be reviewed when something significant changes in your job duties. Job profiles impact many areas of campus and need to be kept up-to-date for an organization to function and make necessary decisions. If you feel that a profile needs to be edited, please reach out to your manager. Your manager should then reach out to your HR Consultant to discuss the change. These changes will be reviewed by HR periodically to facilitate a comprehensive and collaborative review process. Due to the Ignite implementation and stabilization period, there will not be changes to job profiles in Ignite during June through August 2020.