Staff Compensation Structure June 2016

PROJECT GOALS Internal equity & competiveness with market Organizational framework & role clarity Ability to make informed decisions about salaries

PROJECT PHASES JOB ANALYSIS PHASE I: Aug–Jan PHASE II: Feb–Mar MARKET DATA PHASE II: Feb–Mar SALARY ANALYSIS PROJECT EXPECTATIONS: Adaptive to organization and roles that exist Phase I: established roadmap of where we are going and information needed Phase II-III: established once we know more PHASE III: April–May IMPLEMENTATION FINAL PHASE: June

JOB ANALYSIS Position Description Questionnaire completed by staff Human Resources clarified questionnaire responses with staff as needed Supervisors reviewed employee questionnaires to provide feedback and comments Human Resources evaluated positions based on questionnaire responses, current job description and organizational structure Senior Team members reviewed analysis, made adjustments as needed and gave final approval. PROJECT EXPECTATIONS: Adaptive to organization and roles that exist Phase I: established roadmap of where we are going and information needed Phase II-III: established once we know more

JOB ANALYSIS FACTORS Required Knowledge, Skills, and Abilities Scope of Work Management Responsibilities (information, processes, people) Freedom to Act Complexity & Problem Solving Impact of Work

JOB LEVELING VP of Finance & Administration 22 21 20 19 18 17 16 15 14 13 12 11 10 VP of Finance & Administration Executive Director of Human Resources Sr. HR Manager Employment Specialist

MARKET DATA CUPA All Private Non-Religious Institutions CUPA Total Expenses Quartile 2 CUPA Enrollment (Q2) CUPA Master’s Level CUPA NACU Institutions Hay Group General Market (all industries)

PAY RANGE Establishes lower and upper guidelines for pay at a particular job level. Represents the acceptable variation of salaries in comparison to market, and also supports internal equity by maintaining a strong correlation between job level and salary.

PAY RANGE STRUCTURE MIN -20% MAX +20% MID +25% +50%

OUR PAY RANGES Job Level Hourly Annual MIN MID MAX 12 $15.27 $19.09 $22.90 $31,760 $39,700 $47,640 13 $17.54 $21.92 $26.31 $36,480 $45,600 $54,720 14 $20.19 $25.24 $30.29 $42,000 $52,500 $63,000 15 $23.38 $29.23 $35.08 $48,640 $60,800 $72,960

SALARY ADJUSTMENTS 41 salary adjustments 36 are in in job levels 11, 12, 13 22 female, 19 male Average increase = $2,178 Pre-adjustment, salaries average 14% above range minimum Post adjustment, salaries average 15% above range minimum

GENDER EQUITY: PRE ADJUSTMENT

GENDER EQUITY: POST ADJUSTMENT

FAIR LABOR STANDARDS ACT 2 Part Test: 1. Salary threshold = $455 per week ($23,600 annually) 2. Duties test Executive Professional Administrative Rule change effective December 1, 2016: Salary threshold increases to $913 per week ($47,476 annually) Nov 7 Dec 20 Today 5 days 16 days 24 days 17 days 25 days

NEXT STEPS New pay ranges take effect July 1 FLSA audit (July - September) Any changes effective by December 1 Develop criteria for further equity adjustments (2016-2017)