Transcript Huntsville City Schools - College of Southern Nevada

College of Southern Nevada
Administrative Faculty Position Analysis and
Compensation Study
February 2008
Presentation Outline
To Discuss:
 Project Objectives
 Fox Lawson & Associates LLC
 Our Approach
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Project Objectives
Design and implement an Administrative
Faculty and Compensation System
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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
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About Fox Lawson & Associates
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Compensation Specialists
Higher Education Experience
Nationwide Practice
25+ Years of Experience
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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
 6Holyoke Community College
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University/College Clients
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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
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Nevada Clients
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College of Southern Nevada (as a consortium)
State Bar of Nevada
Truckee Meadows
McCarran International Airport
Las Vegas Convention Authority
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Our Approach
Work Plan
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Pay Philosophy/Strategy
Job Description Review
Tier Ranking
Cost Assessment
Salary and Compensation Policies
Final Report
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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
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Job Description Review
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Review job descriptions
Review organization charts and other material
Employee interviews
Assess title consistency and validity
Recommended changes, if any
CSN review
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Tier Ranking
To assess the internal value of the jobs to the
College
• Review tier ranking system and logic
• Evaluate jobs
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Education/experience
Supervisory responsibilities
Scope of authority
Complexity and difficulty of work
Other criteria
• CSN review and refinement
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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
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Salary Admin Policies
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Classification guidelines
Compensation guidelines
Merit and performance pay guidelines
Metrics to audit the system
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Final Report
 Steps and processes used
 Present findings and recommendations to
the College
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Timeline
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Questions
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