2 Today’s Meeting Objectives Understanding Job ClassificationStaff Compensation ProgramObjectivesProposed Staff Compensation Program DesignHow Will This Affect YouBucknell’s Approach to Conducting Competitive Market ReviewsNext StepsYour Roles and ResponsibilitiesWhere to Get Additional Information and Questions
4 Job Classification Is… … a systematic process for developing the job structure across the University for purposes of:Determining job roles and contributionsBalancing internal and external equitySupporting career pathHuman resource planningResource allocationThe result helps the University to:Develop appropriate pay structuresMaintain appropriate pay relationships job to jobMaintain a salary administration program which is perceived as fair and equitable
5 A typical job classification process is... Job AnalysisJob DescriptionMarket Analysis(external equity)Job Classification(internal equity)Level / Band AssignmentImplementationOn-goingCompensationDecisionsBudgeting ProcessPolicies and ProceduresPerformance Management
7 Staff Compensation Program Objectives The primary program objectives are to develop a compensation programthat:Is simple to use, easy to understand, and viewed as credible by both managers and staff members;Effectively combines the external market value of jobs with the internal contribution of staff members;Recognizes the competencies and applied knowledge needed to be successful in a job;Provides a foundation and roadmap for career development, promotions and continued learning; andIs a uniform and consistently-applied process across departments.
8 What we hope to achieve with the new Staff Compensation Program Develop a program that defines and emphasizes Bucknell jobs more by overall responsibilities, applied knowledge, skills and competenciesCapture current staff members roles and responsibilities through data collection process in 2003Incorporate both administrative and support staff in the same programDevelop Bucknell’s core competencies that apply for all staff members
9 What are Competencies?Competencies are demonstrated behaviors that are necessary to perform a role successfullyCompetencies are important because they identify how someone needs to work to be successful in that roleCompetencies represent more personal characteristics, which are displayed by successful performers in a role in a given situation, and which is demonstrated through specific, observable behaviors
10 A Broader Definition of Success WHAT(results)HOW(behaviors)WHATwe doHOWwe do it+Our current performance appraisal form evaluates an individual against results only--the “what” the individual or the department/unit, and so on, does.While results are extremely important they are only one side of the equation. The other is Competencies--the “how” the individual does things.The new performance management process and form will incorporate Competencies.Let’s take a quick look at how the new process will work.Job Content (results)Competencies(behaviors)
11 Staff Compensation Program Bucknell’s Proposed Program Bucknell’s proposed program will consider job responsibilities and competencies in addition to market competitivenessCore CompetenciesAchievementRelationshipsStaff Compensation ProgramCommunity FocusLeadershipJob Content Factors
12 Staff Compensation Program Bucknell’s Proposed Program Bucknell’s proposed program will consider job responsibilities and competencies in addition to market competitivenessAchievementRelationshipsThe job content factors address what work is performed at Bucknell and the knowledge and skills needed for those rolesStaff Compensation ProgramCommunity FocusLeadershipJob Content FactorsKey Job ResponsibilitiesScope of Accountability & ImpactProblem-Solving & Decision-MakingPeople & Resource ManagementEducation & Experience
13 Staff Compensation Program Bucknell’s Proposed Program The program incorporates core competencies for all staff member roles that describe behavioral traitsCommunity FocusCommitment to Service and QualityStewardshipCore CompetenciesAchievementRelationshipsAchievementInitiativeAdaptability/CreativityStaff Compensation ProgramCommunity FocusLeadershipRelationshipsRespect for the IndividualDiversityIntegrityReliability/DependabilityJob Content FactorsLeadershipEmpowering PeopleTeamwork
14 Core Competencies Competency Names and Definitions Community FocusCore Competencies Competency Names and DefinitionsCommunity Focus1. Commitment to Service and Quality: Keeps the community (i.e., students, parents, alumni, friends of Bucknell, employees, etc.) as the focal point of all activity; strives to address community needs and concerns. Commitment to continuous improvement of University practices and to assuring that completed work adheres to high standards of accuracy and excellence.2. Stewardship: Demonstrates an understanding between one’s own job responsibilities and overall University goals and needs, and performs one’s job with the broader goals of the University in mind.
15 How this will affect you Your job duties, responsibilities and supervisor/manager will not change as a result of this projectYour pay will probably not be affected by this projectNo one’s pay will be reduced as a result of this studyYour job will be evaluated based upon the program content as described on the previous pagesAny equity adjustments identified to be made are subject to the University’s budgetary constraintsAn equity allocation of 0.5% ($100,000 in 04/05) has been budgeted for equity adjustmentsThe current Performance Management Program will complement the Staff Compensation ProgramThe Staff Compensation Program will assist managers and staff members in discussions related to current performance, salary increase decisions, training and career issues
16 Bucknell’s Approach to Competitive Market Analysis Every year, Bucknell conducts a competitive base salary compensation review of its administrative and support staff positionsBucknell compares its staff member jobs to the appropriate ‘labor market’ in which it attracts and recruits for talentThe ‘labor market’ varies based on the type of University positionFor example, Bucknell would consider a national job search to recruit a Vice President of Finance and Administration and a regional search for an Office AssistantGenerally, Bucknell competes for administration staff with higher education institutions on its peer listBucknell conducts a review of these positions using the College and University Professional Association for Human Resources (CUPA-HR)
17 Bucknell’s Approach to Competitive Market Analysis (cont’d) Every year, Bucknell joins with other area employees (Geisinger, Lycoming College and Penn College) in conducting a regional salary surveyIn the 2002 study 54 organizations participatedOn annual basis, Bucknell reviews any jobs that are below market levels and considers equity adjustments, as appropriate, based on budgetary guidelinesBucknell will continue balancing its ability to pay with its desire to provide competitive salaries to staff that reflects each individual's contributions and results
19 Next Steps The next steps in this project include the following: May through JuneGaining input from staff about the initial Program Design through campus open Forums;Refining the job content and competency factors based on campus feedback and further work by the Advisory Group;Develop a job information questionnaire to collect the job content and competency data from staff members; andWork with a group to test and modify the questionnaire prior to campus distribution.
20 Next Steps (cont’d) June through August Collect updated information on staff member jobs;Meet with individual departments, as necessary, to answer questions;Compile the job information and develop the final Program Design; andTest program design with Pilot Group.August through DecemberEstablish appropriate pay levels based on Bucknell market studies conducted;Develop salary guidelines and processes;Develop communications and training materials;Develop strategy to communicate new Program; andProgram implementation.
22 Your Roles and Responsibilities Stay Involved - Ask questions, attend meetings and open forum sessionsMaintain a cooperative and positive spirit - This is an exciting and positive step for Bucknell!Seek to understand the Staff Compensation ProgramReview the materials on the websiteSeek out Advisory Group membersComplete the Job Information Questionnaire thoughtfully, accurately and on timeMore information to come on this
24 Where to Get Additional Information More information to come through these forum sessions, in addition to campus-wide communications and departmental staff meetingsSeek out Advisory Group members with questions and commentsAlso, please go to our website dedicated to providing up-to-date information about the Staff Compensation ProgramThe web address is:We hope that you will bookmark this site and visit it frequently