1. College of Southern Nevada Administrative Faculty Position Analysis and Compensation Study February 2008

2. b a c kn e x t h o m e Presentation Outline To Discuss:  Project Objectives  Fox Lawson & Associates LLC  Our Approach 2

3. b a c kn e x t h o m e Project Objectives Design and implement an Administrative Faculty and Compensation System 3

4. b a c kn e x t h o m e Project Objectives  Review all job descriptions for consistency  Assess each position and assign to appropriate tier ranking  Identify costs of adjustments  Develop communication strategies  Advise on salary administration policies, merit and performance evaluation program  Provide maintenance guidelines, including promotions, change in duties, other job changes 4

5. b a c kn e x t h o m e About Fox Lawson & Associates  Compensation Specialists  Higher Education Experience  Nationwide Practice  25+ Years of Experience 5

6. b a c kn e x t h o m e University/College Clients  College of Southern Nevada (as a consortium)  Alamo Community College  Houston Community College  Pima County Community College  San Jacinto Community College  Galveston College  Central Wyoming College  Northwest College  Columbus State Community College  North Harris Montgomery County Community College  Collin County Community College  Holyoke Community College 6

7. b a c kn e x t h o m e University/College Clients  Pennsylvania State University  University of Arizona  Arizona State University  Oregon University System  Truman State University  Missouri Western State University  Macalester College  Hamline University  Butler University  Seattle University  University of Massachusetts - Dartmouth  Clark-Atlanta University 7

8. b a c kn e x t h o m e Nevada Clients  College of Southern Nevada (as a consortium)  State Bar of Nevada  Truckee Meadows  McCarran International Airport  Las Vegas Convention Authority 8

9. b a c kn e x t h o m e Our Approach Work Plan 1.Pay Philosophy/Strategy 2.Job Description Review 3.Tier Ranking 4.Cost Assessment 5.Salary and Compensation Policies 6.Final Report 9

10. b a c kn e x t h o m e Pay Strategy  Review the current classification and compensation systems to determine key issues  Confirm a philosophy that supports the College’s strategic goals and objectives  Criteria to establish tier ranking  Communication  Movement through the ranges  Performance pay  Best practices for salary administration 10

11. b a c kn e x t h o m e Job Description Review  Review job descriptions  Review organization charts and other material  Employee interviews  Assess title consistency and validity  Recommended changes, if any  CSN review

12. b a c kn e x t h o m e Tier Ranking To assess the internal value of the jobs to the College Review tier ranking system and logic Evaluate jobs –Education/experience –Supervisory responsibilities –Scope of authority –Complexity and difficulty of work –Other criteria CSN review and refinement

13. b a c kn e x t h o m e Cost Assessment  Compare current rate of pay to tier assignment  Identify position specific costs  Integrate seniority, performance or other criteria in cost assessment  Review options and costs  Develop transition plans  CSN review 13

14. b a c kn e x t h o m e Salary Admin Policies  Classification guidelines  Compensation guidelines  Merit and performance pay guidelines  Metrics to audit the system 14

15. b a c kn e x t h o m e Final Report  Steps and processes used  Present findings and recommendations to the College 15

16. b a c kn e x t h o m e Timeline

17. b a c kn e x t h o m e Questions ?