1. University Human Resources Standard Job Factors P&S Council December 3, 2015 Compensation and Classification

2. University Human Resources Landscape of P&S Position Descriptions (PDs) ~2900 P&S Employees = ~2900 unique P&S PDs All PDs are organized into ~500 P&S Classifications

3. University Human Resources Why is this an issue worth “fixing”? Feedback from Staff, Managers, HR Liaisons….and more PD writing process is labor intensive People report a “black box” experience – guessing at the “perfect” language to accurately describe their job Frustration with the process – constant back and forth which extends the timeline for writing, processing, and approval Current process sustains a degree of “uniqueness” which is not consistent with good job definition, compensation philosophy, and best practices for a large organization

4. University Human Resources Contextualizing the Change Position descriptions drive classification, which drives compensation Job Factors drive our current job evaluation (point count) system Job Factors section is the #1 source of frustration for campus Job Factors determine pay grade of a position The PD is an important building block

5. University Human Resources What are Standard Job Factors (SJF)? Language within a Standard Job Factor provides the essential elements needed for selecting the appropriate pay grade for a position within a specific classification. Established in 1993 in a tool used to create the current classification structure at ISU – Board of Regents approved Standardized job factors exist for each classification Describes the level of work required at each pay grade, but not the work itself KEY CHANGE – SJF language will now be provided for each classification (auto-populate)

6. University Human Resources Standard Job Factors are the Key for Change Opportunities SJFs create: Takes the guess-work out of requirements for job factors Provides an opportunity for consistency across classifications Provides clarity around expectations for managers and employees Increased expedience and efficiency in PD writing process Sets the groundwork for moving towards a “best practices” approach to position management

7. University Human Resources Transition Plan & Next Steps Current: ~2900 Unique Descriptions of Job Factors Combined: Unique Descriptions and SJF “Side-by-Side” view Future: Pre-populated Standard Job Factors Tasks: Anticipate about 2-3 months for the “Side-by-Side” view Refine the phased roll-out – Targeted date of 1/6/2016 Tasks: Anticipate about 2-3 months for the “Side-by-Side” view Refine the phased roll-out – Targeted date of 1/6/2016 Tasks: Test the system set up of SJF in PeopleAdmin 7 Work with Colleges/Units on communication Tasks: Test the system set up of SJF in PeopleAdmin 7 Work with Colleges/Units on communication Outcomes: More efficient PD writing and evaluation process Increased transparency and reduced frustration Outcomes: More efficient PD writing and evaluation process Increased transparency and reduced frustration

8. University Human Resources Questions