Overview of the Classification and Compensation Plan Review

Introduction Edward Rataj • Managing Director, Compensation Consulting • Certified Compensation Professional (CCP) •

Introduction What we want to accomplish today: • Kick-off the classification and compensation plan

Introduction Wichita State University has asked CBIZ to review current practices and recommend improvements

Expectations • Purpose of this study is to provide HR and The President’s Executive

Expectations “Thank goodness we are conducting this compensation evaluation. I have been over-worked and

Expectations Office Space Up in the Air No positions will be eliminated as a

Classification & Compensation Plan Design 9

Project Planning Tasks Completed to Date: • Engaged CBIZ • Planning meeting • Data

Job Evaluation • Employees complete JAQs • Evaluate job descriptions and JAQs • Revise

JAQ Questions and Misconceptions • What if I am not a good writer? •

Job Evaluation • Help consultants better understand the duties & responsibilities of each job

Market Pricing Methodology What is market pricing? • Valuation of pay for the University’s

Market Pricing Methodology • Reliable Data – Published survey data o o o Major

Market Pricing Methodology Salary Structure Development Title: Job XYZ Market Price: $35, 455 Grade

Next Steps 1. Distribute JAQ for employees to complete Ø December 17, 2014 2.

Resources • Website: www. wichita. edu/marketstudy • Email: marketstudy@wichita. edu • Work Sessions in

Slides: 21

Download presentation

Overview of the Classification and Compensation Plan Review Presented by: CBIZ Human Capital Services December 15, 2014

Introduction Edward Rataj • Managing Director, Compensation Consulting • Certified Compensation Professional (CCP) • Certified Executive Compensation Professional (CECP) • Frequently quoted in national news publications such as the Wall Street Journal and Smartmoney. com 2

Introduction What we want to accomplish today: • Kick-off the classification and compensation plan review • Maintain expectations • Provide an overview of classification and compensation plan design • Communicate next steps • Answer your questions 3

Introduction Wichita State University has asked CBIZ to review current practices and recommend improvements • • • related to: Job classifications and descriptions Current pay compared to market Internal equity Salary structures Compensation policies and procedures Hourly and salaried classifications 4

Expectations 5

Expectations • Purpose of this study is to provide HR and The President’s Executive Team with market competitive data. • No employee salaries will be decreased. 6

Expectations “Thank goodness we are conducting this compensation evaluation. I have been over-worked and under-paid for 30 years now. ” 7

Expectations Office Space Up in the Air No positions will be eliminated as a result of this study. 8

Classification & Compensation Plan Design 9

Project Planning Tasks Completed to Date: • Engaged CBIZ • Planning meeting • Data collection underway • Job analysis questionnaire (JAQ) is ready for distribution to employees 10

Job Evaluation • Employees complete JAQs • Evaluate job descriptions and JAQs • Revise classification families – Common professions/vocations – Market influences – Career paths 11

JAQ Questions and Misconceptions • What if I am not a good writer? • The more comprehensive my description, the more pay I can expect. • Does it really matter what I write/if I complete the JAQ? • How much time does it take to complete? 12

Job Evaluation • Help consultants better understand the duties & responsibilities of each job • Develop titling structure • Determine exempt/non-exempt status • Update job descriptions 14

Market Pricing Methodology What is market pricing? • Valuation of pay for the University’s jobs in the external labor markets. • Key considerations when determining labor markets: – Location o o Local Statewide Region Nation – Industry o Higher Education o Broad spectrum of employers – Size o Revenue/Operating budget o Number of employees 15

Market Pricing Methodology • Reliable Data – Published survey data o o o Major consulting and surveying firms Statistically validated Standard deviation analysis of data • Unreliable data examples: – Self-reported – Department of Labor – Most free internet data 16

Market Pricing Methodology Salary Structure Development Title: Job XYZ Market Price: $35, 455 Grade Minimum Midpoint Maximum 1 $24, 778 $30, 972 $37, 166 2 $27, 398 $35, 618 $43, 837 3 $31, 508 $40, 960 $50, 413 17

Next Steps 18

Next Steps 1. Distribute JAQ for employees to complete Ø December 17, 2014 2. Submit completed JAQ to supervisor Ø By February 13, 2015 3. Supervisors review and approve JAQs 4. Once reviewed, supervisors return completed form to HR Ø By February 20, 2015 5. HR will coordinate sending all data to CBIZ 19

Resources • Website: www. wichita. edu/marketstudy • Email: marketstudy@wichita. edu • Work Sessions in RSC: – – – January 6: 9: 00 -10: 00 am and 3: 30 -4: 30 pm January 8: 9: 00 -10: 00 am and 3: 30 -4: 30 pm January 13: 9: 00 -10: 00 am and 3: 30 -4: 30 pm January 15: 9: 00 -10: 00 am and 3: 30 -4: 30 pm January 20: 9: 00 -10: 00 am and 3: 30 -4: 30 pm January 22: 9: 00 -10: 00 am and 3: 30 -4: 30 pm January 27: 9: 00 -10: 00 am and 3: 30 -4: 30 pm January 29: 9: 00 -10: 00 am and 3: 30 -4: 30 pm February 3: 9: 00 -10: 00 am and 3: 30 -4: 30 pm February 5: 9: 00 -10: 00 am and 3: 30 -4: 30 pm February 10: 9: 00 -10: 00 am and 3: 30 -4: 30 pm February 12: 9: 00 -10: 00 am and 3: 30 -4: 30 pm 20

Questions?