1. Compensation Objectives In the Compensation Training, we will discuss the details on ANR’s Compensation strategies and how it relates to new hires,

Slides:

Advertisements

Similar presentations

DELEGATION AUTHORITY. Agencies Delegated: Classifications Classifications Hire Above Minimum Hire Above Minimum Temporary Salary Adjustments Temporary.

Advertisements

UTSA Classified Staff Promotion Tool HR-Compensation.

Performance Management

What is Pay & Performance?

Effective November 1, 2010 Employment Transaction Request ETR Click here to start:

Performance Management Guide for Supervisors. Objectives  Understand necessity of reviews;  To define a rating standard across the Foundation for an.

Career Banding in North Carolina and UNC General Administration.

1. Employment Process - Objectives In the Employment Process training you will learn the necessary skills to navigate the employment process at ANR. How.

1. Layoffs, Reductions and Separation Objectives In this training you will learn to navigate the complicated processes of layoffs, reductions in time.

1 Response to the Employee Survey Recommendations.

Faculty & Staff Compensation Programs Board of Regents Meeting

PAYING THEM RIGHT: TOOLS FOR SALARY ADMINISTRATION HR Liaison Network Spring Meeting Texas A&M University, Human Resources DIVISION OF FINANCE February.

Reduction in Force Overview. Revised June 15, January 28, 2009 Overview  Why is a RIF being considered  Points to Consider  Agency Requirements.

Chapter 2 Fundamentals of Strategic HRM HOSP2030.

Compensation Part 2: Making individual compensation decisions OS652 HRM Fisher October 28, 2004.

1 Compensation Update Lori Dougherty Director of Compensation December 8, 2009 Brandeis University pays competitive base market salaries as part of a total.

Compensation Model Supervisor Training Presented by: Jennifer Larson

N EW P ERFORMANCE evaluation form training UNIVERSITY OF CALIFORNIA AGRICULTURE and NATURAL RESOURCES Spring 2007.

Changing applicant statuses, salary and Equal Opportunity approvals, offering the position to the applicant.

Salary Administration East Carolina University Department of Human Resources Classification and Compensation.

Absenteeism “It is the practice of being an Absence and an absentee is one who habitually stays away”

21 st Century Maricopa Review of Process Human Resources Projects Steering Team Meeting May 12, 2010.

Basis for Compensation fixation

Compensation management “Attracting, retaining and motivating magic people”

Organizational Control

Staffing ACC's Philosophy  Maintain high Selection Standards –Meet the Business Needs of the Company –Short Term & Long Term  "Promote from within" –Priority.

Welcome to Managing Your Human Resources What You Need to Know.

Non-Academic Staff Compensation Program Employee Presentation 2013.

PROVIDED BY ORGANIZATIONAL EXCELLENCE CLASSIFIED TRAINING BRANCH Supervisor’s Handbook to Orienting New Employees (O.N.E.)

How to attract and retain the best people in the Civil Service Albania perspective Fatmir Demneri Director Training Institute of Public Administration.

1 ACC FY07 Classification and Compensation Study.

Total Strategic Compensation Human Resource Management.

Compensation:  Compensation is the methods and practices of maintaining balance between interests of operating the company within the fiscal budget and.

Chapter 4 Performance Management and Appraisal

Compensating Employees Definition Objective Bases Types Determining Reward Job Evaluation Compensation Structure.

HUMAN RESOURCES MANAGEMENT

JOB EVALUATION & SALARY STRUCTURE DESIGN

-09/06/13, - Page 1 The Ohio State University - Classification and Compensation Talking Points - CONFIDENTIAL – for internal use only -  Compensation.

Texas A& M University Central Texas Staff Salary Study Process February 25, 2014.

Texas State Classification Training HUMAN RESOURCES.

© Laura Portolese Dias 2011, published by Flat World Knowledge Human Resource Management By Laura Portolese Dias 6-1.

Compensation Management. Compensation Employee compensation – refers to extrinsic and intangible rewards. – refers to all forms of pay or rewards going.

COMPENSATION AND REWARDS

Office of Research September 2010 RE-DELEGATION OF SALARY SETTING New Hires Promotions Equity Increases Reclassificatio ns.

Chapter 9 Managing Compensation

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Trends in pay systems for public servants across OECD Member.

1. Orientation to the Performance Planning, Feedback and Development (PPFD) Process for Confidential Staff

TIME AND EFFORT NEW FLEXIBILITY GUIDELINES. ALLOCATING PAYROLL COSTS: TIME DISTRIBUTION Rules set out in OMB Circular A-87  Must demonstrate that employees.

UT Compensation Training Developing Capability and Competency with Pay Compensation Administration: Overview 2014 For Supervisors, Managers, and Leaders.

PART FOUR Compensation Chapters Chapter 11 Pay and Incentive Systems McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved.

Compensation and Benefits. Meaning of Compensation Compensation means what the employees receive in exchange for their work. It is the monetary plus non-

2015/16 Staff Performance Appraisals Webinar for ANR Supervisors Spring 2016.

Human Resources, Development, and Engagement Classification & Compensation Information September 17 th – 24 th.

Agenda Welcome & Introductions Process Overview Preparation Submission Evaluation Considerations Resources Q&A Clinic.

Human Resources Functions and Service Points. Human Resources Units Talent Management/Employee Services Total Rewards Equal Opportunity Recruiting.

Staff Compensation Update Staff Council Meeting Eduardo Salaz AVP Human Resources May 10, 2016 Saint Mary’s College “Confidential” 5/10/20161.

BUS 226 Entire Course For more course tutorials visit BUS 226 Week 1 DQ 1 Human Resource Transformations BUS 226 Week 1 DQ 2 Equal.

Discussion on Compensation. Goal To assist in securing and retaining a staff of necessary quality to achieve the goals and objectives of the organization.

Jayendra Rimal. Introduction: Compensation Compensation refers to all forms of financial returns and tangible benefits that employees receive as part.

December 13,  Current policy  Required employees to complete Individual Development Plans (IDPs) for Milestone and Exemplary Merit increases.

BUS 434 ASSIST Peer Educator/ bus434assist.com FOR MORE CLASSES VISIT

Management Advisory Group, Inc. Executive Summary City of Fairfax Compensation and Classification Study July 1, 2016.

Associate Changes Policy: Manager Training

CHAPTER 11: COMPENSATION

University of California AB 168 Implementation

Best Practices in Maintaining Personnel Files

What We Will Discuss Best practices and strategies to:

In-range progression, In-Class progression and Reclassification

University of California AB 168 Implementation

BCSD Federal Time -accounting Guidelines & procedures

Presentation transcript:

1

Compensation Objectives In the Compensation Training, we will discuss the details on ANR’s Compensation strategies and how it relates to new hires, merits, and other employment issues. What the compensation process entails When an employee can be given a merit, or a salary increase How to utilize compensation effectively 2

ANR Compensation Information UC Pay Philosophy The University of California’s total compensation (pay and benefits) is to be set at an appropriate level to attract and retain a high-performing, motivated workforce. Total compensation is designed to reflect and support the organizational values and the dynamic business needs of the University. Compensation 3

ANR Compensation Information UC Pay Philosophy Compensation will be sensitive to relevant market pay rates and practices, with attention to internal equity. Classification and compensation reinforce high levels of performance and encourages skill development. The process for establishing classification and compensation is intended to be fair, transparent and easily understood. Compensation 4

ANR Compensation Information ANR Salary Setting In order to assure procedures and criteria for salary is consistent for all ANR employees located throughout California, ANR has developed internal procedures and guidelines for setting salary for classification actions. When a position description has been reviewed and a classification has been determined, it is important to first identify the type of classification action and then the type of salary structure associated with the new classification. Compensation 5

ANR Compensation Information ANR Salary Setting All proposed salary increases must be submitted with justification in writing to ANR Staff Personnel Unit for review and analysis, prior to the salary being offered. The approved salary increase will become effective the first of the month following the date the ANR Staff Personnel Unit received the original request for the classification action. A current UC employee’s total salary increase in a single fiscal year (not including incentive, recognition, or other awards) shall not exceed 25% of their base salary. Compensation 6

ANR Compensation Information Action Types Initial Classification (new hire, promotion, lower level position) Upward Reclassification Lateral Reclassification Downward Reclassification Compensation 7

ANR Compensation Information Types of Compensation Salary Merits Equity Stipends Awards Compensation 8

ANR Compensation Information Making Merit Pay Decisions Decisions about within grade salary advancement for members of merit-based pay programs are based primarily on the staff member's performance. Staff members whose positions have salary step structures are more limited. Salary limitations are determined by union contract. Compensation 9

ANR Compensation Information Communicating Merit Increase Decisions When the supervisor informs the staff member of his/her new salary, the supervisor should also communicate the reasons for the salary decision. The staff member should already be aware of the link between performance and pay, and the general criteria used to make decisions. Compensation 10