1. SRA: The Fast Track to Job Leveling
About Jennifer Peacock
SRA Compensation Project Manager
20 years of experience in Human Resources
12 years in a government contracting environment
9 years in a consulting capacity – Compensation, Benefits, Recruitment
3 major compensation plan redesigns & implementations
4 large-scale, significant benefit change implementations
Headshot

2. The Fast Track to Job Leveling The SRA Story presented by Jennifer Peacock

3. The Company
SRA International, Inc. is dedicated to solving complex problems of great significance for government clients in defense, intelligence/homeland security/special operations, health, and civil agencies.
Systems engineering
Development and implementation
Strategic consulting
Business solutions
1.2 billion in earnings
More than 6,300 employees located in more than 50 locations around the world

4. The Project Compensation plan re-design
Standard job descriptions not available for any positions
Leveling tool used
Education
Experience
Summary of duties
Limited access to the leveling tool among managers

5. The Before: Old “Job Description”
Job Code
Job Description
Level Description
Exemption
ACCT 1
Analyzes reports, statements, and other accounting information. Oversees the maintenance of accounts and records, and reviews and verifies the accuracy of journal entries and accounting classifications. Prepares corrections where necessary based on analyses and makes process improvement suggestions. May develop, modify, or monitor major segments of an accounting system, methods, procedures, and controls.
Scope: Requires knowledge of detailed procedures and work routines to perform varied tasks. Problem Complexity: Assignments can be moderately complex in nature and require limited judgment. Direction Received: Direct supervision; work regularly checked. Impact Of Errors: Errors do not typically have a major effect on the organization. Contact With Others: Contacts are primarily with immediate supervisor and other personnel in the group. Education/ Experience: High school education or the equivalent training and experience are typically required. Proficiency typically requires several months of on-the-job training and experience. N
ACCT 2
Scope: Work at this level requires a familiarity with the concepts and methodologies needed to perform assignments of limited scope. Problem Complexity: Requires knowledge of complex procedures and advanced work routines. Assignments require experience to choose the appropriate approach. Direction Received: Direct supervision; work regularly checked. Impact Of Errors: Errors do not typically have a major effect on the organization. Contact With Others: Contacts are primarily with immediate supervisor and other personnel in the group. Education/ Experience: A two-year degree or the equivalent training and experience is typically required. Proficiency typically requires four years of experience
ACCT 3
Scope: Professional work at this level requires a familiarity with the concepts and methodologies needed to perform assignments of limited scope. Duties involve the analysis of business support practices or data from which answers can be readily obtained. Problem Complexity: Solves problems requiring knowledge of non-complex principles of professional discipline. Direction Received: Direct supervision; work regularly checked. Impact Of Errors: Errors do not typically have a major effect on the organization. Contact With Others: Contacts are primarily with immediate supervisor and other personnel in the group. Education/ Experience: A four-year degree in the relevant discipline is typically required. Proficiency typically requires a year or more of experience following formal education.

6. The Project Timeline Task 2012 - 2013 June July Aug Sept Oct Nov Dec
Jan
Feb
Mar
April
May
Online Job Description database tool development
Manager review of job description content
FLSA exemptions and EEO-1 category classifications validation
Job Evaluations & Position Benchmarking / Market Pricing
Pay structure creation/ position mapping/ cost modeling
Group/Leverage Teams feedback on modelling & position mapping
New structure loaded into HR system
Manager Training
Employee data changes effective
FY13 merit process begins

7. The Job Description Project Phase
Compress the Compensation plan re-design effort in order to sync with WorkDay implementation
Needs:
Online job description tool to expedite process
Ability to load data via Excel
Ability to sync with grading tool
Online review process to receive feedback

8. The Process HRTMS Job Evaluation Project Planning Job Documentation
Grade
Assignments
Salary
Structures
Implementation
Benchmarking

9. The Goal
754 job descriptions written from scratch in 8 weeks using 2 interns with no Human Resources or job description experience
How?
Information from Leveling tool
Job descriptions from other companies
HRTMS database
Internet (Monster, SHRM, World at Work, etc.)

10. The Team Intern Project Manager Chris Halverson Brian Donohoe
Jennifer Peacock
Intern
Chris Halverson
Brian Donohoe

11. The Plight Job descriptions created in Excel
One job title used for multiple business areas
Data captured in HRTMS needs to be loaded into a global grading system
Up to 27 reviewers per job description
Reviewers at the same level
Ability for reviewers to comment on sections of the job description without changing responsibilities critical

12. The “Don” Affect
Brainstormed ideas on how to solve out-of-the-ordinary issues
Essentially joined the team – partnership
Worked with HRTMS developers to modify system to work for SRA purposes
Created tools for reporting purposes to be able to run stats as reviews were being done
Continued to tell me that I was insane!

13. The Solution: Technology to the Rescue
Loaded initial job description data via Excel spreadsheets – employee data and bullet lists
Created job level tab that would capture data needed to load into global grading system
Created process that allowed multiple reviewers without changes being overwritten
Created tool to view date and times reviewers had accessed the system

14. Role & Responsibility 3 % of Time
The Data Load - Excel
Job Code
Job Title
Grade
Job Family
Sub-Function
Job Summary
Role & Responsibility 1 % of Time
Role & Responsibility 1
Role & Responsibility 2 % of Time
Role & Responsibility 2
Role & Responsibility 3 % of Time
Role & Responsibility 3
ACCT 2
ACCOUNTANT 2 6
FINANCE
ACCOUNTANT
Analyzes reports, statements, and other accounting information. Oversees the maintenance of accounts and records and reviews and verifies the accuracy of journal entries and accounting classifications. Prepares corrections, where necessary, based on analyses and makes process improvement suggestions. Develops, modifies, or monitors major segments of an accounting system, methods, procedures, and controls. 25
Prepares reports, invoices, computer input and other accounting data. Examines accounting documents to verify accuracy and ascertain that all transactions are supported in accordance with pertinent policies and procedures, and classified and recorded according to acceptable accounting standards.
Analyzes financial reports and records. Conducts studies and makes recommendations to account for reserves, assets, and expenditures. 20
Prepares income statements and balance sheets. Consolidates statements and various other accounting reports. Prepares schedules indicating the extent of the examination and presents supporting findings and recommendations.
ACCT 4
ACCOUNTANT 4 8
Coordinates the preparation of income statements and balance sheets. Consolidates statements and various other accounting reports. Prepares schedules indicating the extent of the examination and presents supporting findings and recommendations.
Assists with special studies and develops or recommends accounting methods and procedures.
JOB CODE
JOB TITLE
GRADE
JOB FAMILY
SUB-FUNCTION
Job Summary
TEST 2
TEST ENGINEER 2 7
SYSTEMS DEVELOPMENT
TEST ENG.
Develops test cases and test execution scenarios. Conducts testing activities for subsets of complex systems and subsystems. Demonstrates a basic grasp of the principles, theories, and concepts of the software development process and has extensive subject matter expertise for the system under development.
TEST 3
TEST ENGINEER 3 8
TEST 4
TEST ENGINEER 4 9

15. The Job Level Tab

16. The Multiple Reviewer Option

17. The Reviewer Tracking Perspective

18. The Timeline June July August September
Signed contract with HRTMS
Job description creation initiated 6/23
Development of SRA HRTMS site
July
Job description creation continued
HRTMS implementation continued
August
Finalized HRTMS site
Aug 6 – HR pilot (48 jobs)
Aug 13 – first batch of job descriptions sent for review
Aug 20 – second and final batch of job descriptions sent for review
September
Sept 4 – Batch 1 job review feedback due (629)
Sept 10 – Batch 2 job review feedback due (77)

19. The After: New Job Description

20. The Future State Compensation Project still underway
Once new job structure vetted and approved, job descriptions will be revised
Job description development and review/approval process will be established
Job descriptions will assist in establishing job tracks and career progression which help attract and retain talent

21. The Lessons
Develop your job description tool before you announce when reviews will begin
Explain how you intend to use the tool with your developer BEFORE the project begins
Spend time planning your process
Set realistic expectations for internal and external team

22. Questions

23. How To Contact Us
Jennifer Peacock Don Berman Bill Rost JOBS (5627)