Jefferson College Position Classification and Salary Plan 2016

Who Are Who. We • Gallagher Benefit Services, Inc. with offices throughout the United

Public Sector. Focus Practice • Nationwide, more than: – 340 colleges and universities •

Technical Director Advisor Project James C. Fox, Ph. D. , IPMA-CP Leads Practice 30

Team Consultants Lead Consultants Mike Verdoorn, MA-HR, CCP, IPMA-CP Senior Consultant • 10 Years

Lead Consultants Team Consultants August Zhu, MA-HR Consulting Associate © 2014 GALLAGHER BENEFIT SERVICES,

Projecta. Phase I Tasks & Deliverables Why Compensation Study? What are we trying to

Project. Job Phase I Tasks Will & Deliverables What Groups be Studied? • All

What This Effort IS • The purpose is to ensure that: – – –

What this Study is NOT • • It is NOT a staffing needs study.

Study Phases 1. Compensation Strategy • • • Faculty jobs will be looked at

1. Compensation Strategy • • Meet with employees and leadership team Review current systems

2. Salary History Review and Job Review • Employees (staff only) fill out position

3. Market Analysis To identify competitive pay and benefit levels • Identify jobs to

4. Final Report • • Market data findings Pay recommendations Transition plan Presentation to

Study Schedule Project Schedule PHASE DESCRIPTION I Compensation Strategy II Salary History and Job

Final Results The Study outcome is based on: – Pay strategy – Our experience

Questions or Concerns Contact: Tasha Welsh twelsh@jeffco. edu 636 -481 -3157 Jim Fox FLASolutions@foxlawson.

Any Questions? ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 18

Thank You Jim Fox | Managing Director Higher Education Practice Gallagher Benefit Services, Inc.

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Jefferson College Position Classification and Salary Plan 2016 JIM FOX APRIL 2016

Who Are Who. We • Gallagher Benefit Services, Inc. with offices throughout the United States including 30 years of nationwide experience • Understanding of higher education environment • Practical and realistic solutions for higher education HR issues including: - Compensation & Benefits Classification Job Evaluation Performance Management Organization Development Documented Experience • Experience in both union and non-union environments © 2014 GALLAGHER BENEFIT SERVICES, INC. ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 1

Public Sector. Focus Practice • Nationwide, more than: – 340 colleges and universities • Examples of recent clients Include: – – – – Moraine Valley Community College, IL Metropolitan Community Colleges, MO Rowan-Cabarrus Community College, NC Central Piedmont Community College, NC Maricopa County Community College, AZ Morton College, IL Joliet Jr. College, IL Palm Beach State College, FL © 2014 GALLAGHER BENEFIT SERVICES, INC. ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 2

Technical Director Advisor Project James C. Fox, Ph. D. , IPMA-CP Leads Practice 30 Years Experience Teaches © 2014 GALLAGHER BENEFIT SERVICES, INC. • Managing Director of the Firm • Responsible for All Deliverables • Directed more than 300 similar projects • Served as Public Sector Compensation Director for Ernst & Young • Broad banding, Performance Management, and Skill-based Pay ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 3

Team Consultants Lead Consultants Mike Verdoorn, MA-HR, CCP, IPMA-CP Senior Consultant • 10 Years Compensation Experience • Prior – U of Minnesota Comp Analyst Quyang Pan, MA-HR Consulting Associate © 2014 GALLAGHER BENEFIT SERVICES, INC. • 3 Years Compensation Experience • Prior – Marathon County, Alcorn State University, Des Moines Public Schools ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 4

Lead Consultants Team Consultants August Zhu, MA-HR Consulting Associate © 2014 GALLAGHER BENEFIT SERVICES, INC. • 2 Years Consulting Experience • Colorado State University. Pueblo ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 5

Projecta. Phase I Tasks & Deliverables Why Compensation Study? What are we trying to address? • Review duties and responsibilities of all jobs • Evaluate (verify) internal value relationships • Collect market compensation data on benchmark jobs from private and public peer institutions and organizations • Develop a new or revised compensation system that is competitive and internally equitable • Identify costs to implement © 2014 GALLAGHER BENEFIT SERVICES, INC. ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 6

Project. Job Phase I Tasks Will & Deliverables What Groups be Studied? • All 250 staff employees • All 100 full time faculty © 2014 GALLAGHER BENEFIT SERVICES, INC. ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 7

What This Effort IS • The purpose is to ensure that: – – – Your job (staff) is classified appropriately (the right grade) Faculty are paid appropriate to education, experience and technical knowledge Pay and benefits is competitive and fairly structured The College has policies and procedures to keep the system up-to-date and fair Pay and benefits in the future, are based on fair and documented information The College has a compensation system that is easy to understand administer ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 8

What this Study is NOT • • It is NOT a staffing needs study. It is NOT an organizational structure study. It is NOT a strategy designed to cut costs. It is NOT a strategy to eliminate positions. It is NOT a strategy to reduce pay. It will NOT change the faculty promotion system. It will NOT introduce a performance based pay system. ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 9

Study Phases 1. Compensation Strategy • • • Faculty jobs will be looked at first Staff jobs will be looked at second Each “group” will have a Steering Committee/Task Force 2. Salary History and Job Understanding 3. Market Analysis Study 4. Final Report ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 10

1. Compensation Strategy • • Meet with employees and leadership team Review current systems Understand issues and needs Understand/clarify the College’s compensation strategy ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 11

2. Salary History Review and Job Review • Employees (staff only) fill out position description questionnaires (PDQ) • Clarify job description information and organizational structure • Validate internal equity of jobs • Faculty rank/level review – Review of salary increases for promotion in rank ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 12

3. Market Analysis To identify competitive pay and benefit levels • Identify jobs to survey • Identify peer’s to survey (CUPA-HR), custom survey • Collect and verify salary and benefits data • Compare to current pay and benefits • Develop/update compensation system and pay schedules • Develop transition plans and costs • College review of implementation plans ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 13

4. Final Report • • Market data findings Pay recommendations Transition plan Presentation to College Administrative Team ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 14

Study Schedule Project Schedule PHASE DESCRIPTION I Compensation Strategy II Salary History and Job Review MONTH 1 2 3 4 5 6 - Faculty Salaries - Staff Salaries III Market Analysis IV Project Finalization © 2014 GALLAGHER BENEFIT SERVICES, INC. ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 15

Final Results The Study outcome is based on: – Pay strategy – Our experience in understanding your job – The market data collected – College’s decisions ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 16

Questions or Concerns Contact: Tasha Welsh twelsh@jeffco. edu 636 -481 -3157 Jim Fox FLASolutions@foxlawson. com (Confidential) ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 17

Any Questions? ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™ 18

Thank You Jim Fox | Managing Director Higher Education Practice Gallagher Benefit Services, Inc. 651. 234. 0840 Direct 651. 635. 0980 Fax Jim_fox@ajg. com www. ajg. com