Presented to: LMC’s SurveyNavigator Coordinators April 10, 2014 Presented by: Shawn Wachtel,...
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Job Matching Training Presented to: LMC’s SurveyNavigator Coordinators April 10, 2014 Presented by: Shawn Wachtel, Director of E-Solutions The Waters Consulting Group, Inc.
Presented to: LMC’s SurveyNavigator Coordinators April 10, 2014 Presented by: Shawn Wachtel, Director of E-Solutions The Waters Consulting Group, Inc
Presented to: LMCs SurveyNavigator Coordinators April 10, 2014
Presented by: Shawn Wachtel, Director of E-Solutions The Waters
Consulting Group, Inc.
Slide 3
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 2 1)Job Matching Defined
2)Importance of Job Matching 3)Main Factors to Consider 4)Most
Common Mistakes 5)Frequently Asked Questions
Slide 4
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 3 Job Matching is the process of
pairing a survey titles summary and requirements to the content,
responsibilities, qualifications and duties of an internal
position. Concrete: An effort to minimize the subjective nature of
a Job Title (through standardization) in order to make comparisons
of objective salary data. Abstract:
Slide 5
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 4 Accurate job matching is the
cornerstone from which a successful survey is built. It is
absolutely critical to the validity of the published data. The
entire value of the survey rests on this process being performed
with the highest degree of accuracy. This value is fully realized
when participants conduct their market comparisons. Value:
Slide 6
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 5 Match Summaries; Not Titles The
75% Rule Consider Each Survey Title Independently Ignore Incumbents
Qualifications
Slide 7
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 6 Read each survey job summary
individually and consider which of your positions is best
described. Survey job titles and organization job titles both in a
series of (3) doesnt necessarily mean they are all accurate
matches. Please review each summary individually. Ex.- Equipment
Operator I, II & III- A good match may be made for Equip Op I,
however the survey title for Equip Op II may match your Equip Op
III.
Slide 8
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 7 Base matches on the duties and
minimum education/experience requirements of your position, not on
the titles. If you have a position titled Utilities Clerk I that
matches the duties and requirements of the Secretary II survey job
summary, you should match your position to Secretary II. Ensure you
are basing the match on regularly performed duties as opposed to
temporary ones.
Slide 9
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 8 Base matches on the duties and
minimum education and experience requirements of your position, not
on the qualifications of the incumbent(s) in the position. The
individual incumbents education and experience may differ from that
which is required to complete the responsibilities of the
position.
Slide 10
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 9 Rule of Thumb: If the duties and
qualifications of your position are at least a 75% match to the
survey job summary and requirements, your position is considered to
be an equal match.
Slide 11
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 10 Ex. 1- You may look at the
survey title of Finance Director and automatically assume that your
Finance Director position is a good match. Upon reading the survey
job summary it is determined that the survey job relates to the top
finance executive in the organization while your Finance Director
is the second level finance position, as it reports to the CFO.
1)Matching by Job Title Instead of Job Content:
Slide 12
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 11 Ex. 1- A Lead Water Operator
who occasionally performs the duties of the Water Systems
Supervisor (in his/her absence) should not be matched to Water
Systems Supervisor. Ex. 2- A Lead Water Operator who temporarily
acts as the Water Systems Supervisor (while the job is vacant)
should not be matched. 2)Forcing Matches:
Slide 13
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 12 1) How should I differentiate
between positions? When performing job-matching, a safe approach is
to read a job summary first and ask yourself if it represents at
least 75% of the duties of a position in your pay structure. If it
does, then chances are it is a good match and you should look at
the qualifications to determine the degree of match. If more than
one survey position appears to be a good match, for a particular
position, based on the summary and qualifications then you should
review the job level as an aid in discerning between the two survey
titles.
Slide 14
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 13 It is not unusual for a job not
to be an exact match to a survey job summary. Survey job summaries
are generic descriptions that describe the essential functions of a
job, rather than the application of that job in various
organizations. If the duties of your position are essentially the
same as those of the survey job summary, but your requirements
differ, your position may be an equal, high or low match. Please
see the following slide for some examples of levels of match:
2)What should I do if the job summaries are not an exact
match?
Slide 15
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 14 Survey Job SummaryYour
Accountant Job Level of Match
DutiesEducationExperienceDutiesEducationExperience 1)
ProfessionalBachelors5 yearsSameBachelors4 yearsEqual 2)
ProfessionalBachelors5 yearsSameAssociates6 yearsEqual 3)
ProfessionalBachelors5 yearsSameAssociates4 yearsLow 4)
ProfessionalBachelors5 yearsClericalAssociates2 yearsNo Match 5)
ProfessionalBachelors5 yearsClericalHigh School4 yearsNo Match 6)
ProfessionalBachelors5 yearsSameMasters2 yearsEqual 7)
ProfessionalBachelors5 yearsSameMasters5 YearsHigh 2)Accountant
Example:
Slide 16
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 15 2)Accountant Example Continued:
As you can see from this example, having higher education
requirements and lower experience requirements, or vise versa, may
result in an equal match, if the duties of your position are
essentially the same as those outlined in the survey job summary.
3)What should I do if my organization doesnt have formal pay
ranges? If your organization does not have formal pay ranges, leave
that section blank.
Slide 17
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 16 4)What should I do if my base
pay is above of the established pay range? If base pay is above
range maximum for all or most positions because all employees
received pay increases, but pay structures were not adjusted,
report the actual base salaries. If an employees pay is frozen
above the established pay range due to demotion, reclassification,
restructuring, or other similar reasons, report the maximum of the
pay range as the base salary. Base pay above the maximum of the
range, particularly if it is considerably higher than the maximum
or if it applies to multiple employees in a position, may skew the
survey average.
Slide 18
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 17 5)How should I report part-time
employees? Data for part-time employees should be entered as an
hourly rate, as shown below. The annual amount will be calculated
by the system based on the hours worked per week. Status = P, Base
Salary = $12.00, Hours Per Week = 20, Pay Frequency = H Note: if
base salary is entered as an hourly rate, pay range
minimum/midpoint/maximum should also be enter as hourly rates.
Slide 19
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 18 6)How should a smaller
organization approach matching? Survey job matching may be
difficult for smaller organizations, as employees often serve in
more than one role. For example, an Accountant may also function as
a Purchasing Agent. In these cases, it is important to determine
the amount of time spent on each major function. If the positions
job duties match the duties and requirements of two survey job
summaries, the decision regarding appropriate match is based on the
percent of time related to each, please see the following slide for
examples:
Slide 20
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 19 7)Smaller Organization Example:
Accountant 75% / Purchasing Agent 25% Equal Match to Accountant.
Accountant 50% / Purchasing Agent 50% - Not a good match to either
survey position. When you pull data from the survey to determine
the market value of your position, is it appropriate to combine
data from both survey jobs, prorated based on the percentage of
time related to each, but is not appropriate for survey
matching.
Slide 21
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 20 8)Should temporary and seasonal
workers be included? Temporary and Seasonal workers should NOT be
included while performing the Job Matching function. This has the
potential to skew the data. That being said, you may use a
positions salary data to make a comparison for what you are paying
a temporary or seasonal worker. 9)Should I report employees
salaries that are above the range max due to longevity pay? We are
focused explicitly on Base Salaries. Longevity pay is in addition
to an employees base and therefore excluded for the purpose of this
survey.
Slide 22
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 21 10)How are job titles selected
for the survey? LMC is the ultimate authority regarding which
titles are included in the survey. The Waters Consulting Group
makes recommendations to titles in order to make it easier to
discern between titles. A link is provided on the website that
allows you to propose new titles and summaries you would like to
see in the survey. 11)How is the data aged? Data is aged from the
effective date through the date you select. For the 2014 Survey;
2.90% (APR) will be the aging percent. We arrived at this figure by
reviewing the figures released by World at Works data as well as
the CPI index. Example: Effective Date: 1/1/2014 Date determined by
user: 7/1/2014 [ (2.90% / 12) * 6 ] * Salary [ (2.90% / 12) * 6 ] *
Salary
Slide 23
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 22 12) What data scrubbing
techniques are used to ensure integrity? Interquartile Range- This
is an industry standard in statistical analysis. It is a method
used to identify outliers (data points that skew the data set). The
equation is as follows: IQR = (Q3 Q1) If [ X > < (1.5 * IQR)
] then the data point is rejected. 13) How do we update when we
have mid-year raises? This depends on the nature of the raise. A)If
it is a percentage raise for all employees it will be easiest to
send a request asking for all positions to be increased by X%. B)If
only certain positions are receiving increases, you can login to
the Coordinator Account and update those positions
accordingly.
Slide 24
The Waters Consulting Group, Inc. SURVEYNAVIGATOR: JOB MATCHING
TRAINING SESSION| April 10, 2014 23 E-SOLUTIONS DIVISION
Classification and Compensation Studies Alternative Compensation
Programs Innovative Performance Management Systems Training and
Development Seminars Human Resource Issues and Compliance Candidate
Profile Development & Definition Candidate Outreach &
Identification Candidate Development Candidate Background &
Identification Compensation & Contract Negotiation COMPENSATION
CONSULTINGEXECUTIVE RECRUITMENT THANK YOU