Faculty & Staff Compensation Programs Board of Regents Meeting

Slides:



Advertisements
Similar presentations
Town Hall Presentation January 9-10, 2002 Curtis Powell Vice President for Human Resources The Division of Human Resources and William M. Mercer, Incorporated.
Advertisements

1. Set expectations and measure performance ◦ What employees are expected to do for their organization in return for pay and benefits ◦ Allows employees.
Campus Improvement Plans
Oklahoma State University Human Resources 106 Whitehurst (405) Pay Possibilities Pay Possibilities.
FY2015 Classified Merit Process Rev January 2015.
P.O.C.C. Presentation P.O.C.C. Compensation Overview Maggie Wollaston, SPHR Laurie Grenya DAS HRSD Classification and Compensation Unit.
PAYING THEM RIGHT: TOOLS FOR SALARY ADMINISTRATION HR Liaison Network Spring Meeting Texas A&M University, Human Resources DIVISION OF FINANCE February.
Human Resources Office of 1 Classification and Compensation Redesign Job Family Studies Project Overview.
Human Resources Peer Network Fundamentals of Compensation and Utilizing the CPCA Compensation & Benefits Survey April 3, 2014 Presented by: Brenda Gilchrist,
Fox, Lawson & Associates Compensation Study Summary Findings
Career Banding.
Staff Compensation Program Update
For Professional Staff Bloomington, East, Indianapolis, Kokomo, Northwest, South Bend, Southeast Compensation Program (CSI)
Ricki Sabia, JD edCount, LLC Senior Associate and NCSC Technical Assistance and Parent Training Specialist Universal Design for Learning: Working to Create.
Agenda Welcome About the project Stakeholders
Human Resources Office of 1 Job Classification System Redesign Information Session Health Care and Animal Care October 28, 2014.
Human Resources Office of 1 Job Classification System Redesign Information Session Student Services July 2014 Sheila Reger, HR Consulting Manager Matt.
Non-Academic Staff Compensation Structure & Administration
BP Centro Case Top management job descriptions Team 4 Jussi Tiilikainen Jiri Sorvari.
District Salary Committee Update March 2005.
Salary Administration East Carolina University Department of Human Resources Classification and Compensation.
Total Rewards and Compensation
STAFF COMPENSATION PROGRAM TOWN HALL MEETINGS FEBRUARY 2004.
Competitive Market Compensation Review July 2009 Project Overview.
1 Classified Staff Salary Study. 2 Overview Provide an overview of study Provide an overview of study Review study methodology Review study methodology.
What is the Global Grading Project
PUSD Compensation Project Overview Governing Board Meeting March 14, 2013.
1 Attract, Develop and Engage the Workforce of the 21 st Century New Job Classification System (JCCS) Manager Preparation Session February 2011.
21 st Century Maricopa Review of Process Human Resources Projects Steering Team Meeting May 12, 2010.
SECCP Salaried Employees Compensation and Classification Program June, 2005.
Non-Academic Staff Compensation Program Employee Presentation 2013.
Iowa’s Teacher Quality Program. Intent of the General Assembly To create a student achievement and teacher quality program that acknowledges that outstanding.
1 ACC FY07 Classification and Compensation Study.
Classification & Compensation Study Outside firm (BCC) was hired to perform: Classification Study Internal Equity Pay equity compliance Study.
Compensation Project Faculty & Staff Compensation Programs Board of Regents Finance Committee Meeting Project Overview
Position Questionnaire Employee Training ND Renew Agenda  Overview  Objectives  Completing the Position Questionnaire  Individual  Validating.
PBA Highlights Staff Education Fund – 31 staff employees received assistance Staff Development Fund – 12 departments/26 staff employees.
1 Fall Managing TXSTATE For Supervisors Office of Human Resources 601 University Drive Suite340 J. C. Kellam Bldg San Marcos, Texas Classification.
Comprehensive Educator Effectiveness: New Guidance and Models Presentation for the Special Education Advisory Committee Virginia Department of Education.
Comprehensive Educator Effectiveness: New Guidance and Models Presentation for the Virginia Association of School Superintendents Annual Conference Patty.
10/22/2015 5:20:08 PM EEC IT Strategic Plan June Board Meeting June 12, 2007 Quinsigamond Community College Harrington Learning Center 670 West Boylston.
Administrative Review & Restructuring. 1 The President’s Charge Review administrative organization and delivery of administrative services at all levels.
 Compensation Philosophy  Implementation Policies and Procedures  Survey  Timing, Position Descriptions, Pay Plan Relationships, Cost  Additional.
Recommendations Recommendation 1: Regrade the ten classifications found to be 20 percent or more below market midpoint to be in alignment with the market.
Program Framework Review November 2011 Pamela Miller, Ph.D. AVP for Learning.
1 A new model at the University of Arizona Are staff classification systems reflecting current and future library competencies?
Compensation Study Preliminary Results Overview Presented by: CBIZ Human Capital Services October 26, 2015.
Systems Accreditation Berkeley County School District School Facilitator Training October 7, 2014 Dr. Rodney Thompson Superintendent.
School of Medicine Staff Human Resources Administration The Nuts and Bolts of Managing Staff HR.
Agenda Study Process Outreach Summary Salary Quartile Analysis
11-1 McGraw-Hill/IrwinCopyright © 2009 by The McGraw-Hill Companies, Inc. All Rights Reserved. fundamentals of Human Resource Management 4 th edition by.
University Human Resources FY15 Extra-Meritorious Performance Pay Program Presentation to P&S Council October 7, 2015.
Compensation Study Preliminary Results Presented by: CBIZ Human Capital Services January 11, 2016.
BPC – 1/15/2016 Staff Compensation Update 1. FY16 Compensation Updates  Annual Reappointment Increases– 2%  $2,858,234  Equity Increases – 1%  $1,134,993.
Staff Compensation Update Staff Council Meeting Eduardo Salaz AVP Human Resources May 10, 2016 Saint Mary’s College “Confidential” 5/10/20161.
Discussion on Compensation. Goal To assist in securing and retaining a staff of necessary quality to achieve the goals and objectives of the organization.
City of Galveston Classification & Compensation Study Discussion Preliminary Findings and Recommendations.
New Mexico Highlands University
Strategic Resource Planning Council June 26, 2013 Merit Policy.
Cañada College Professional Development Committee Determining Participants.
FY2017 Market Program Overview Manager Sessions. 2 Agenda Market Program Refresher FY2017 Market and New Hire Minimum Overview Key Messages and Next Steps.
Faculty Senate Salary and Benefits Committee Merit System Analysis Yvonne Stedham, Chair March 30, 2016 SBC/Stedham March
Compensation: Creating an Equitable and Market-driven Pay System
Overview Background UPS Operational Policy TC 4
Fox, Lawson & Associates Compensation Study Summary Findings
Faculty Performance Reviews at MSU
Staff Compensation Update
Agenda • Introductions • Project Objectives • Project Steps
Staff Classification & Compensation Study
LUHR Compensation Program.
Presentation transcript:

Faculty & Staff Compensation Programs Board of Regents Meeting Compensation Project Faculty & Staff Compensation Programs Board of Regents Meeting Project Overview http://www.twu.edu/humanresources/

Scope of Compensation Project To gather and review our current compensation status, we had four consultant campus visits with seven group and twenty-five stakeholder meetings, plus six faculty and staff open general sessions with video access to all campuses including over 200 in-person session attendees, plus a completed online compensation survey of Faculty, Staff and Adjuncts resulting in 778 individual responses (342 Faculty 44%, 436 Staff 56%) including a total of 131 documented comments and questions received. After 18 months of project work, the independent equity analysis has been completed and the salary survey data gathering process determined which has resulted in the faculty and staff compensation delivery models.

Faculty & Staff Short Term Action List Develop a University Compensation Philosophy Create a multi-member task force Charge to review Sibson’s recommended compensation philosophy and create list of pros and cons for university leadership review and/or adoption Report submitted by Dr. Michael Stankey, Committee Chair for university-wide review and approved by university on December 2013 Review of the approved TWU Compensation Philosophy

Proposed Faculty & Staff Compensation Compensation Philosophy Linkage: Competitive compensation packages Focus on external market competitiveness Balance with internal equity Provide university flexibility within salary models Importance of Adjusting Salaries: • Hiring • Retention • Expectations Ongoing Compensation Objective: Continue salary adjustments towards 100% of the market based on available funds each FY

Proposed Faculty Compensation Plan Guiding Principles: • No faculty member’s salary would be reduced • Time in rank should matter • Promotion between faculty ranks should result in a meaningful salary increase Review of Faculty Plan (spreadsheet handout)

Staff Short Term Action List Assess staff salary levels Develop external market database for collection and use of staff surveys Project Team led by HR reviewed data collection tools and surveys and made recommendations Review staff positions for internal equity Develop criteria for making equity adjustments HR and Academic Financial Services with assistance from legal counsel and an outside consultant Make a decision on developing ranges for professional and administrative positions HR reviewed available data and made recommendations 3. Implementation - Develop an implementation plan

Staff Long Term Action List 1. Evaluate salary structure and career advancement opportunities a. Review and evaluate the process and job families to determine university appropriateness 2. Performance based compensation concept a. Develop criteria for awarding one-time performance stipends for staff and faculty b. Merit or pay differential program c. Evaluate a merit or pay differential program based on new performance evaluation processes

PayScale - Staff TWU worked with PayScale, a leading company that provides a compensation tool, to assist with the staff salary review process. PayScale’s Insight Expert software and analytics tool provides current compensation data for our staff positions and has features that enable us to choose the industry and geographical location. With PayScale, TWU now has on-demand access to the largest, most detailed and up-to-date salary database that allows us to analyze our positions based on pay factors such as job duties, skills, certifications, education and years of experience.

PayScale - Staff A PayScale Certified Compensation Professional (CCP) was assigned to TWU and assisted with performing the analysis to match our staff positions to current market data. This analysis was performed on each unique staff position at TWU. As anticipated, our analysis reflected that many of our staff positions are currently paid under market. The next step done was to revise pay structures as applicable based on this market data.

CUPA - Staff CUPA surveys reflect the salaries of 1,138 Colleges and Universities nationwide, making it a key resource for salary-related decisions in the higher education community. The following surveys were used: Administrators in Higher Education Professionals in Higher Education Non-Exempt Staff in Higher Education

Updating Staff Market Data With PayScale and CUPA, TWU will be able to: Manage our compensation plan on an ongoing basis. Perform quarterly compensation check-ups on a routine schedule. Conduct an annual refresh of our compensation structure and make recommendations for salary increases. Provide access of staff compensation data to managers and employees.

Usage of Staff Salary Survey Data Classified – PayScale and CUPA Professionals - PayScale and CUPA Administrators – CUPA Noteworthy Data: 440 unique staff position titles surveyed Representing 826 staff employees Only 2 no match positions

Proposed Fiscal Year 2015 Staff Compensation Distribution Objectives To establish a base minimum floor where no staff employee would be below 80%* of market. Provide an additional 4% ** across the board increase to all staff employees below the market. Provide an extra 5% *** across the board one-time lump-sum payment to all staff. * This figure may change slightly based on final approved budget ** Individuals at 96% or above will receive an amount not to exceed market *** Paid on December 1, 2014

Proposed Staff Distribution Averages & Summary  FY 15 80% Floor to Market 4% Increase 4% Prorated Above Market 5% Lump Sum Number Receiving 358 679 43 People will receive less than 4% 104 will not receive floor or increase 826 all staff employees Average Increase $4,019.39 $1,592.54 $1,213.31   $2,275.72

Staff Employee Examples Employee receiving all distribution methods: FY 14 Base Pay Market Data % Current Base Pay From Market   80% Market Floor 80% Market Floor Increase % From Market 4% Increase or Capped at 100% Market Total Increase to FY 14 Base FY 15 Base Pay 5% Lump Sum Payment Total Compensation for FY 15 % From Market After Increases $29,418.00 $52,451.00 -43.91% $41,960.80 $12,542.80 -20.00% $1,678.43 -16.80% $14,221.23 $43,639.23 $2,181.96 $45,821.19 -12.64% Employee not receiving 80% market floor: FY 14 Base Pay Market Data % Current Base Pay From Market   80% Market Floor 80% Market Floor Increase % From Market 4% Increase or Capped at 100% Market Total Increase to FY 14 Base FY 15 Base Pay 5% Lump Sum Payment FY 15 Total Compensation Total FY 15 Compensation % to Market $66,959.00 $69,564.00 -3.74% $55,651.20 $0.00 $2,605.00 0.00% $3,478.20 $73,042.20 105.00% Employee only receiving 5% lump sum: FY 14 Base Pay Market Data % Current Base Pay From Market   80% Market Floor 80% Market Floor Increase % From Market 4% Increase or Capped at 100% Market Total Increase to FY 14 Base FY 15 Base Pay 5% Lump Sum Payment FY 15 Total Compensation Total FY 15 Compensation % to Market $97,440.00 $90,563.00 107.59% $72,450.40 $0.00 $4,872.00 $102,312.00 112.97% Staff will be sent a protected email link thru the system portal which will provide the above individualized compensation details including their new salary market data.

Proposed Staff Distribution Summary Cost  FY 15 80% Floor to Market 4% Increase 4% Prorated Above Market 5% Lump Sum Number Receiving 358 679 43 104 826 Cost $1,536,425.72 $1,143,306.00 $51,261.00 N/A $1,878,993.56 Total cost of bringing staff employees to 100% of market of all funds including benefits (15%) is $7,478,037 x 1.15% = $8,599,742 Total proposed FY 2015 budget reoccurring staff compensation: $2,730,992.72