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COMPENSATION STUDY
Slide 1
May 21, 2013 Copyright 2013 Ulibarri-Mason Global
HR LP Slide 2
HAT WILL WE COVER TODAY?
Objectives of the Project
Narrative of Who We Are
A Few Definitions
Project Timeline
Highlights of the Project’s Steps
Position Description Questionnaire
Market Study and Qualifying Criteria
Important Resources
Q & A
Slide 3
BJECTIVES OF THE PROJECT
1) To have a compensation system that administers salaries in a fair and equitable manner, in line with resources and competitive needs.
2) To ensure competitive compensation as close as possible to the market rate.
UHD PROJECT OBJECTIVES
May 21, 2013 Copyright 2013 Ulibarri-Mason Global
HR LP
January 7, 2013Copyright 2013 Ulibarri-Mason Global HR
LP Slide 4
UHD PROJECT PURPOSE
1) To gauge UHD’s position relative to the market and thereby calibrate salary tables.
2) Impact on individual salaries:
• Automatic for individuals whose salaries are below minimum of the new range
• Strategic administrative decisions regarding salary increases dependent on availability of funds
Slide 5
ARRATIVE OF WHO WE ARE
Founded in 1994
Experienced Providing Services to Higher Education
Experienced Providing Services to other Governmental Agencies
Consultants Assigned to this Project
OUR FIRM AND OUR CONSULTANTS HAVE PROVIDED CONSULTING SERVICES TO:
University of California System CalState University Northridge
Tufts University Northern Arizona University, Yavapai
Metropolitan State University of Denver Embry-Riddle Aeronautical University
University of Texas Pan-American University of Texas Southwestern Medical Center
Alamo Colleges Dallas County Community College District
Santa Fe Community College Texas Tech University System
May 21, 2013 Copyright 2013 Ulibarri-Mason Global
HR LP
C S P 1 2 A - 0 2 7
UM GLOBAL HR TEAM RESOURCES
January 7, 2013Copyright 2013 Ulibarri-Mason
Global HR LP Slide 6
TEAM BIOGRAPHY AND PROJECT ROLES TEAM BIOGRAPHY AND PROJECT ROLES
Daniel Ulibarri, PhD, SPHR (Cognitive Psychology - UC, Berkeley)
Role: Principal investigatorExperience: 25+ Years HR Consulting and Practice IHE Served: Stanford University, Alamo Colleges, Santa Fe College, Dallas County Community College, New Mexico University, University of Guam, Metropolitan State University of DenverPrimary Duties: Communication, Final Sign-off, Statistical Analysis, Job Analysis, Compensation Structure Review
Elena Mason, BBA, CCP, SPHR (HR & Finance - University of Hong Kong)
Role: Project Manager Experience: 18+ Years HR Consulting and Practice IHE Served: Alamo Colleges, Santa Fe College, Dallas County Community College, Metropolitan State University of DenverPrimary Duties: Project Management, Resource Management, Job Analysis, Job Description Review and Rewrites, Market Study
Joyce Howell, BSc, PHR (Tennessee State University)
Experience: 25+ Years Compensation Consulting and Practicing Served: UT Southwestern Medical Center Dallas, The City of Irving and City Police, Dallas County and Dallas County Police, North Texas Tollway Authority Primary Duties: FLSA Reviews, Market Study, Job Analysis, Job Description Review and Rewrites
Rodolfo Rocha, PhD (History - Texas Tech University)
Role: Higher Education Advisor Experience: 25+ Years in Higher Education and Organizational Consulting IHE Served: The University of Houston, Alamo Colleges, Metropolitan State University of Denver, UT Pan-AmPrimary Duties: Communications and Reviews of Deliverables focusing on Higher Ed Practices
Joyce Howell
C S P 1 2 A - 0 2 7
January 7, 2013Copyright 2013 Ulibarri-Mason Global
HR LP Slide 7
TEAM BIOGRAPHY TEAM BIOGRAPHY
James Fleming, PhD (Psychological Measurement, Evaluation, and Quantitative Methods – UC Berkeley)
Role: Principal investigatorExperience: 25+ Years Consulting, Teaching and Administrative RolesServed: Alamo Colleges, Metropolitan State University of Denver, CalState University, University of Arizona, Yavapai, Embry-Riddle Aeronautical University Primary Duties: Statistical Analysis, Meta Analysis, Reporting
Ellen Switkes, PhD (Inorganic Chemistry – MIT)
Role: Higher Education Advisor Experience: 25+ Years in Higher Education Served: Alamo Colleges, Metropolitan State University of Denver, UC California System, School of Global Health, TUFTS UniversityPrimary Duties: Communications and Reviews of Deliverables focusing on Higher Ed Practices
Russell Young, MBA, CCP (Finance - Our Lady of the Lake University)
Role: Sr. Compensation ConsultantExperience: 20+ Years HR Consulting and Practice Served: Dr. Pepper Snapple Group Inc., LENOX International, Sabre HoldingsPrimary Duties: Job Analysis, Job Description Review and Rewrites, Market Study
Ray Mellado (Whittier College)
Role: Higher Education Advisor Experience: 35+ Years Communications Consulting IHE Served: University of Houston Downtown through HENAAC (Hispanic Engineer National Achievement Awards Conference) Primary Duties: Communications and Reviews of Deliverables Focusing on Financial Sustainability and Funding
UM GLOBAL HR TEAM RESOURCES
Benchmark/Non Benchmark Jobs
• Benchmark Job— Jobs that occur in the market and therefore can easily be matched to the market
• Non-Benchmark Jobs— Jobs that are unique to an institution and therefore cannot easily be matched with like jobs in the market and therefore must be valued relative to other jobs in UHD
Compensation Actions
• Salary Structure Adjustment— Adjustments made to salary tables to align them with market.
• Range Minimum Increases — Type of market adjustment made to bring a specific person’s salary to the new minimum of their pay grade.
• Reclassification— Adjustments to employee’s title and/or grade due to changes in incumbent’s job.
• Market Adjustment — Adjustments made to employees’ salaries based on market (not a focus of this study)
• Internal Equity —Adjustments recommended to bring a person’s salary in alignment with others in the same job title or grade, such as addressing salary compression issues (not a focus of this study).
• Merit Adjustments— Salary increases based on individual performance (not a focus of this study).
January 7, 2013Copyright 2013 Ulibarri-Mason Global HR
LP Slide 8
FEW DEFINITIONS
Slide 9
IGHLIGHTS OF THE STEPS
Develop and Deploy Position Description Questionnaire (PDQ)
Update Job Descriptions
Collect Market Data (Sources of market data)
Perform Market Pricing (Comparing salary data with UHD salary)
Integrate Market Data with UHD’s Internal Structure and Internal Job Valuation Results
Perform Internal Equity Analysis (JVM & Job Grade Reconciliation)
Structural Audit of Pay Plans
May 21, 2013 Copyright 2013 Ulibarri-Mason Global
HR LP
IMPORTANT STEPS IN THE COMPENSATION STUDY
Slide 10
Phases Major Steps May Jun Jul Aug Sep Oct Nov Dec Jan
I Planning & Due Diligence
II PDQ Analysis and JD Preparation
III Perform Market Analysis of Benchmark jobs
IV Value of Non-Benchmark Jobs
V 1. Faculty Salary Study
2. Review Salary Structures
VI Implementation & Maintenance
• Comp Policy & Procedures Review
• Impact Analysis
• Supplemental / Variable Comp
• Presentation to Admin.
• Study Report
ROJECT TIMELINE
= Milestones
May 21, 2013 Copyright 2013 Ulibarri-Mason Global
HR LP
Project Completion is October 25, 2013
Slide 11
OMMUNICATION PLAN
VOICE OF THE CUSTOMER
It Is a Focus Group Setting
It is a Technique for Quickly Generating Information About a Particular Topic
The Information is Based on Your Views and Perceptions, Not Ours
Results are Used To Determine Needs and Gaps
What is it?
Web-based Updates on the Project’s Progress
Gives Visibility Into The Project
Questions May Be Directed To The Project Team
Compensation Study
PROJECT UPDATES AT ESO WEBSITE
May 21, 2013 Copyright 2013 Ulibarri-Mason Global
HR LP
Slide 12
OSITION DESCRIPTION QUESTIONNAIRE
THE PDQ ELEMENTS Instructions and Guidelines
Basic Information
Information About Your Direct Report(s)
Description of Your Predominant Duties and Percent of Time
To Whom Do You Report?
Description of Your Job’s Purpose
Knowledge, Skills, Abilities
Qualifications
Budget Responsibility
Project Responsibility
Work Conditions
May 21, 2013 Copyright 2013 Ulibarri-Mason Global
HR LP
QUALIFYING CRITERIA
• Urban Universities• Teaching Universities • Minority Serving Institutions
DATA SOURCES• Educomp Compensation
• Mercer published data for universities of the same size
• CUPA HR- College and University Professional Association for Human Resources
• ERI- Economic Research Institute
Slide 13
ARKET
May 21, 2013 Copyright 2013 Ulibarri-Mason Global
HR LP
Slide 14
MPORTANT RESOURCES
Erica Morales: Compensation & Benefits Administrator
Email: [email protected] Tel: 713-221-8443
Tomas Turrubiates: Manager, Talent Management
Email: [email protected] Tel: 713-221-8263
Ivonne Montalbano: Vice President, Employment Services & Operations
Email: [email protected] Tel: 713-221-8667
PROJECT TEAM
May 21, 2013 Copyright 2013 Ulibarri-Mason Global
HR LP
FREQUENTLY ASKED QUESTIONS
http://umghrdashboard.com/uhdcompstudy/faq
Q & A
Slide 15May 21, 2013 Copyright 2013 Ulibarri-Mason Global
HR LP