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COMPENSATION STUDY Slide 1. May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP Slide 2  Objectives of the Project  Narrative of Who We Are  A Few.

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Presentation on theme: "COMPENSATION STUDY Slide 1. May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP Slide 2  Objectives of the Project  Narrative of Who We Are  A Few."— Presentation transcript:

1 COMPENSATION STUDY Slide 1

2 May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP Slide 2  Objectives of the Project  Narrative of Who We Are  A Few Definitions  Project Timeline  Highlights of the Project’s Steps  Position Description Questionnaire  Market Study and Qualifying Criteria  Important Resources  Q & A

3 Slide 3 1)To have a compensation system that administers salaries in a fair and equitable manner, in line with resources and competitive needs. 2)To ensure competitive compensation as close as possible to the market rate. UHD PROJECT OBJECTIVES May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP

4 January 7, 2013Copyright 2013 Ulibarri-Mason Global HR LP Slide 4 UHD PROJECT PURPOSE 1)To gauge UHD’s position relative to the market and thereby calibrate salary tables. 2)Impact on individual salaries: Automatic for individuals whose salaries are below minimum of the new range Strategic administrative decisions regarding salary increases dependent on availability of funds

5 Slide 5 Founded in 1994 Experienced Providing Services to Higher Education Experienced Providing Services to other Governmental Agencies Consultants Assigned to this Project OUR FIRM AND OUR CONSULTANTS HAVE PROVIDED CONSULTING SERVICES TO: University of California SystemCalState University Northridge Tufts UniversityNorthern Arizona University, Yavapai Metropolitan State University of DenverEmbry-Riddle Aeronautical University University of Texas Pan-AmericanUniversity of Texas Southwestern Medical Center Alamo CollegesDallas County Community College District Santa Fe Community CollegeTexas Tech University System May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP

6 CSP12A-027 January 7, 2013 Copyright 2013 Ulibarri-Mason Global HR LP Slide 6 TEAMBIOGRAPHY AND PROJECT ROLES TEAMBIOGRAPHY AND PROJECT ROLES Daniel Ulibarri, PhD, SPHR (Cognitive Psychology - UC, Berkeley) Role: Principal investigator Experience : 25+ Years HR Consulting and Practice IHE Served : Stanford University, Alamo Colleges, Santa Fe College, Dallas County Community College, New Mexico University, University of Guam, Metropolitan State University of Denver Primary Duties: Communication, Final Sign-off, Statistical Analysis, Job Analysis, Compensation Structure Review Elena Mason, BBA, CCP, SPHR (HR & Finance - University of Hong Kong) Role: Project Manager Experience : 18+ Years HR Consulting and Practice IHE Served : Alamo Colleges, Santa Fe College, Dallas County Community College, Metropolitan State University of Denver Primary Duties: Project Management, Resource Management, Job Analysis, Job Description Review and Rewrites, Market Study Joyce Howell, BSc, PHR (Tennessee State University) Experience : 25+ Years Compensation Consulting and Practicing Served : UT Southwestern Medical Center Dallas, The City of Irving and City Police, Dallas County and Dallas County Police, North Texas Tollway Authority Primary Duties: FLSA Reviews, Market Study, Job Analysis, Job Description Review and Rewrites Rodolfo Rocha, PhD (History - Texas Tech University) Role: Higher Education Advisor Experience : 25+ Years in Higher Education and Organizational Consulting IHE Served : The University of Houston, Alamo Colleges, Metropolitan State University of Denver, UT Pan-Am Primary Duties: Communications and Reviews of Deliverables focusing on Higher Ed Practices Joyce Howell

7 CSP12A-027 January 7, 2013Copyright 2013 Ulibarri-Mason Global HR LP Slide 7 TEAMBIOGRAPHY TEAMBIOGRAPHY James Fleming, PhD (Psychological Measurement, Evaluation, and Quantitative Methods – UC Berkeley) Role: Principal investigator Experience : 25+ Years Consulting, Teaching and Administrative Roles Served : Alamo Colleges, Metropolitan State University of Denver, CalState University, University of Arizona, Yavapai, Embry-Riddle Aeronautical University Primary Duties: Statistical Analysis, Meta Analysis, Reporting Ellen Switkes, PhD (Inorganic Chemistry – MIT) Role: Higher Education Advisor Experience : 25+ Years in Higher Education Served : Alamo Colleges, Metropolitan State University of Denver, UC California System, School of Global Health, TUFTS University Primary Duties: Communications and Reviews of Deliverables focusing on Higher Ed Practices Russell Young, MBA, CCP (Finance - Our Lady of the Lake University) Role: Sr. Compensation Consultant Experience : 20+ Years HR Consulting and Practice Served : Dr. Pepper Snapple Group Inc., LENOX International, Sabre Holdings Primary Duties: Job Analysis, Job Description Review and Rewrites, Market Study Ray Mellado (Whittier College) Role: Higher Education Advisor Experience : 35+ Years Communications Consulting IHE Served : University of Houston Downtown through HENAAC (Hispanic Engineer National Achievement Awards Conference) Primary Duties: Communications and Reviews of Deliverables Focusing on Financial Sustainability and Funding

8 Benchmark/Non Benchmark Jobs Benchmark Job — Jobs that occur in the market and therefore can easily be matched to the market Non-Benchmark Jobs — Jobs that are unique to an institution and therefore cannot easily be matched with like jobs in the market and therefore must be valued relative to other jobs in UHD Compensation Actions Salary Structure Adjustment — Adjustments made to salary tables to align them with market. Range Minimum Increases — Type of market adjustment made to bring a specific person’s salary to the new minimum of their pay grade. Reclassification — Adjustments to employee’s title and/or grade due to changes in incumbent’s job. Market Adjustment — Adjustments made to employees’ salaries based on market (not a focus of this study) Internal Equity —Adjustments recommended to bring a person’s salary in alignment with others in the same job title or grade, such as addressing salary compression issues (not a focus of this study). Merit Adjustments — Salary increases based on individual performance (not a focus of this study). January 7, 2013Copyright 2013 Ulibarri-Mason Global HR LP Slide 8

9 Slide 9  Develop and Deploy Position Description Questionnaire (PDQ)  Update Job Descriptions  Collect Market Data (Sources of market data)  Perform Market Pricing (Comparing salary data with UHD salary)  Integrate Market Data with UHD’s Internal Structure and Internal Job Valuation Results  Perform Internal Equity Analysis (JVM & Job Grade Reconciliation)  Structural Audit of Pay Plans May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP IMPORTANT STEPS IN THE COMPENSATION STUDY

10 Slide 10 PhasesMajor StepsMayJunJulAugSepOctNovDecJan I Planning & Due Diligence II PDQ Analysis and JD Preparation III Perform Market Analysis of Benchmark jobs IV Value of Non-Benchmark Jobs V 1. Faculty Salary Study 2. Review Salary Structures VI Implementation & Maintenance Comp Policy & Procedures Review Impact Analysis Supplemental / Variable Comp Presentation to Admin. Study Report = Milestones May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP Project Completion is October 25, 2013

11 Slide 11 VOICE OF THE CUSTOMER It Is a Focus Group Setting It is a Technique for Quickly Generating Information About a Particular Topic The Information is Based on Your Views and Perceptions, Not Ours Results are Used To Determine Needs and Gaps What is it? Web-based Updates on the Project’s Progress Gives Visibility Into The Project Questions May Be Directed To The Project Team Compensation Study PROJECT UPDATES AT ESO WEBSITE May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP

12 Slide 12 THE PDQ ELEMENTS  Instructions and Guidelines  Basic Information  Information About Your Direct Report(s)  Description of Your Predominant Duties and Percent of Time  To Whom Do You Report?  Description of Your Job’s Purpose  Knowledge, Skills, Abilities  Qualifications  Budget Responsibility  Project Responsibility  Work Conditions May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP

13 QUALIFYING CRITERIA Urban Universities Teaching Universities Minority Serving Institutions DATA SOURCES Educomp Compensation Mercer published data for universities of the same size CUPA HR- College and University Professional Association for Human Resources ERI- Economic Research Institute Slide 13 May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP

14 Slide 14 Erica Morales: Compensation & Benefits Administrator Tel: Tomas Turrubiates: Manager, Talent Management Tel: Ivonne Montalbano: Vice President, Employment Services & Operations Tel: PROJECT TEAM May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP FREQUENTLY ASKED QUESTIONS

15 Q & A Slide 15 May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP


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