0. Pay and Classification Study for the Lee County Public Schools, VA
Presented by:
October 25, 2016

1. Who We Are National Public Sector Consulting Experience Expertise
Work in 45 States
Over 300 Compensation and Classification Studies
Extensive Public Sector Human Resources Experience
Full-service Human Resources Consulting Practice
Expertise
School Systems/Divisions
Higher Education Institutions
State Agencies
Local Governments
Quasi-Governmental Organizations

2. Study Goals
Review current classification and compensation system to ensure internal equity.
Survey peer organizations to ensure external equity.
Produce recommendations to provide the organization with a classification and compensation system that is equitable, both internally and externally.

3. Expectations Please DO Expect:
a comprehensive classification and compensation study with recommendations;
NO employee salary decreases; and
communication throughout the study process.
Please DON’T Expect:
a staffing study; and
any guarantee of across the board employee salary increases.

4. Employee Participation
Attend Orientation Sessions
Participate in a Focus Group
Complete the Job Assessment Tool (all employees)
Complete Management Issues Tool (supervisors)
Participate in an Interview (senior managers as needed)

5. JAT Overview
The Job Assessment Tool (JAT) is designed to gather information about each job.
The JAT is critical to the study. JATs are used to:
Determine how work is organized.
Determine whether the organization is paying competitively and fairly.
Recommend appropriate pay levels and ranges.
Design a new system that is fair and equitable for all employees.

6. JAT Completion
Available online 24 hours a day, seven days a week during active survey period.
Can be done from any computer with Internet.
Each employee will be assigned a unique username and create their own password.
JATs will be available starting October 28, 2016 and will close on November 11, 2016 at 5:00 pm.
Supervisor review period will be the week following the two week employee portion of the JATs (November 11 – 18).

7. JAT Content The JAT collects information on the following:
Job Overview
Essential Job Functions
Type of Work Performed
Education and Work Experience
5 Job Factors - - Leadership, Working Conditions, Complexity, Decision Making, and Relationships
Equipment and Machinery
Physical Abilities

8. Getting Started
Step 1 – Create Password

9. Getting Started
Step 2 – Create Password

10. Getting Started Step 3 – Login/Menu Intro text above this.
Print Survey.

11. Getting Started
Step 4 – JAT Menu
Intro text above this.
Print Survey.

12. Section 1 Basic Job Information Intro:
Briefly provide an overview of your job, including a description of the purpose of your job and the type of work you do. This may be the same as the introduction to your current job description, but it does not need to be.
Type of work:
Clerical/Manual - Perform a variety of office and administrative support duties OR unskilled, labor-intensive tasks.
Laborer/Trade-Based Occupations - Performs work necessitating repetitive operations with their hands, physical skill and energy.
Technical/Paraprofessional - Performs tasks requiring a solid understanding of basic algebra and statistics OR use of heavy equipment.
Administrator - Performs tasks directly related to the management or general business operations. Exercises discretion and judgment with matters of significance.
Managerial/Professional - Performs tasks requiring advanced knowledge, which is predominantly intellectual in nature, OR tasks related to the control or administration of part of the organization. 
Executive/Advanced Professional - Performs tasks related to managing the organization, or managing a department OR perform work requiring highly advanced knowledge
Name, , and job title pre filled
Save and continue kicks back out to JAT Sections Menu

13. Section 1 (Continued) Basic Job Information
Name, , and job title pre filled
Save and continue kicks back out to JAT Sections Menu

14. Section 2
Essential Functions 14

15. Section 3 (1 of 5) Job Factors
Please provide below a brief explanation of why the closest match you selected applies to your job. You may reference specific job functions, descriptions of projects/programs, and/or any details about your job that will help clarify and support your selection.

16. Section 3 (2 of 5) Job Factors
Please provide below a brief explanation of why the closest match you selected applies to your job. You may reference specific job functions, descriptions of projects/programs, and/or any details about your job that will help clarify and support your selection.

17. Section 3 (3 of 5)
Job Factors

18. Section 3 (4 of 5) Job Factors
Please provide below a brief explanation of why the closest match you selected applies to your job. You may reference specific job functions, descriptions of projects/programs, and/or any details about your job that will help clarify and support your selection.

19. Section 3 (5 of 5) Job Factors
Please provide below a brief explanation of why the closest match you selected applies to your job. You may reference specific job functions, descriptions of projects/programs, and/or any details about your job that will help clarify and support your selection.

20. Section 4
Equipment & Machinery

21. Section 5
Physical Abilities
Actual descriptions are more detailed

22. JAT Tips Enter into each section “Save” in each section

23. Supervisor Review All Supervisors will review JAT responses:
A Supervisor CANNOT change answers.
A Supervisor can only agree or disagree and provide additional comments.
The Supervisor’s Review period begins after employee entry is complete.

24. Supervisor Review

25. Supervisor Review
Records deposits, reconciles bank accounts, and adjusts journal entries; oversees construction billing and reconciliation of general ledger with reimbursements.

26. Management Issues Tool
Classification/Job Title Issues
The job title for this classification should be revised to accurately reflect the work performed.
Recommended New Title:      
It is difficult to recruit and/or retain for this position due to inaccurate or insufficient job requirements.
Recommended Resolution:      
This job title should be expanded into more than one job title to reflect differences in level of duties.
Recommended New Titles and/or Levels:      
Other Issues:      
Compensation/Pay Grade Issues
The pay grade for this classification should be revised to accurately reflect the work performed.
Recommended New Pay Grade or Range:      
It is difficult to recruit and/or retain for this position due to the current pay range or pay grade.
Recommended Resolution:      
Other Issues:      
Paper based only

27. Thank You! Dr. Linda A. Recio, President Evergreen Solutions, LLC
2878 Remington Green Circle
Tallahassee, Florida 32308 27