1. Staff Compensation Structure
June 2016

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

3. 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

4. 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

5. 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

6. JOB LEVELING VP of Finance & Administration22 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

7. 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)

8. 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.

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

10. 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

11. 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

12. GENDER EQUITY: PRE ADJUSTMENT

13. GENDER EQUITY: POST ADJUSTMENT

14. 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

15. 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 ( )