Transcript JAQ Questions and Misconceptions

Overview of the Classification and
Compensation Plan Review
Presented by:
CBIZ Human Capital Services
December 15, 2014
Introduction
Edward Rataj
• Managing Director, Compensation Consulting
• Certified Compensation Professional (CCP)
• Certified Executive Compensation Professional
(CECP)
• Frequently quoted in national news publications
such as the Wall Street Journal and
Smartmoney.com
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Introduction
What we want to accomplish today:
• Kick-off the classification and compensation
plan review
• Maintain expectations
• Provide an overview of classification and
compensation plan design
• Communicate next steps
• Answer your questions
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Introduction
Wichita State University has asked CBIZ to review
current practices and recommend improvements
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related to:
Job classifications and descriptions
Current pay compared to market
Internal equity
Salary structures
Compensation policies and procedures
Hourly and salaried classifications
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Expectations
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Expectations
• Purpose of this study is to provide HR and The
President’s Executive Team with market
competitive data.
• No employee salaries will be decreased.
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Expectations
“Thank goodness we are conducting this
compensation evaluation. I have been
over-worked and under-paid for 30 years now.”
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Expectations
Office Space
Up in the Air
No positions will be eliminated as a result of this study.
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Classification & Compensation Plan Design
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Project Planning
Tasks Completed to Date:
• Engaged CBIZ
• Planning meeting
• Data collection underway
• Job analysis questionnaire (JAQ) is ready for
distribution to employees
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Job Evaluation
• Employees complete JAQs
• Evaluate job descriptions and JAQs
• Revise classification families
– Common professions/vocations
– Market influences
– Career paths
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JAQ Questions and Misconceptions
• What if I am not a good writer?
• The more comprehensive my description, the more pay I
can expect.
• Does it really matter what I write/if I complete the JAQ?
• How much time does it take to complete?
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Job Evaluation
• Help consultants better understand the duties &
responsibilities of each job
• Develop titling structure
• Determine exempt/non-exempt status
• Update job descriptions
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Market Pricing Methodology
What is market pricing?
• Valuation of pay for the University’s jobs in the external
labor markets.
• Key considerations when determining labor markets:
– Location
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Local
Statewide
Region
Nation
– Industry
o Higher Education
o Broad spectrum of employers
– Size
o Revenue/Operating budget
o Number of employees
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Market Pricing Methodology
• Reliable Data
– Published survey data
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Major consulting and surveying firms
Statistically validated
Standard deviation analysis of data
• Unreliable data examples:
– Self-reported
– Department of Labor
– Most free internet data
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Market Pricing Methodology
Salary Structure Development
Title: Job XYZ
Market Price: $35,455
Grade
Minimum
Midpoint
Maximum
1
$24,778
$30,972
$37,166
2
$27,398
$35,618
$43,837
3
$31,508
$40,960
$50,413
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Next Steps
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Next Steps
1. Distribute JAQ for employees to complete
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December 17, 2014
2. Submit completed JAQ to supervisor
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By February 13, 2015
3. Supervisors review and approve JAQs
4. Once reviewed, supervisors return completed form to HR
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By February 20, 2015
5. HR will coordinate sending all data to CBIZ
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Resources
• Website: www.wichita.edu/marketstudy
• Email: [email protected]
• Work Sessions in RSC:
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January 6: 9:00-10:00am and 3:30-4:30pm
January 8: 9:00-10:00am and 3:30-4:30pm
January 13: 9:00-10:00am and 3:30-4:30pm
January 15: 9:00-10:00am and 3:30-4:30pm
January 20: 9:00-10:00am and 3:30-4:30pm
January 22: 9:00-10:00am and 3:30-4:30pm
January 27: 9:00-10:00am and 3:30-4:30pm
January 29: 9:00-10:00am and 3:30-4:30pm
February 3: 9:00-10:00am and 3:30-4:30pm
February 5: 9:00-10:00am and 3:30-4:30pm
February 10: 9:00-10:00am and 3:30-4:30pm
February 12: 9:00-10:00am and 3:30-4:30pm
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Questions?