HR Liaison Meeting. December 13, Presented by: Human Resources

Transcription

1 HR Liaison Meeting December 13, 2017 Presented by: Human Resources

2 Agenda AP Compensation Framework TimeClock Plus

3 AP Compensation Framework Update December 2017 Prepared by Aon Hewitt Talent, Rewards & Performance Broad-Based Compensation Presentation to Colorado State University

4 Administrative Professional Compensation Project The project to design a compensation program for the Administrative Professional (AP) employee population consists of the following action steps: Developing a format for job documentation Creating a job family structure and levels Creating a job evaluation plan that can be applied consistently across CSU Conducting job evaluations for all AP jobs 1,822 positions have been classified and placed in the AP Framework 382 positions remain without position descriptions and are not in the AP Framework Compiling market data for over 300 benchmark jobs Creating a salary structure with market competitive clusters Assessing how current pay levels align to the market clusters Additional work is required to further review units and positions about which the initial data analysis has raised questions. Aon Hewitt Talent, Rewards & Performance Broad-Based Compensation Proprietary & Confidential C107693/OV009MPb.PPTx/001-Z /2017 2

5 Project Activities and Timeline Job Documentation Template created and job documentation updating process began in 2012 Job Family Framework Career levels, job families, and criteria were developed and socialized in 2013 Job Evaluation Job evaluations were started in 2013 and are still in progress Market Analysis Market analysis was originally conducted in 2014 and expanded and refreshed in 2016/2017 Salary Structure Development Salary structure to be created in 2017 Impact Analysis Impact analysis to be conducted in 2017 Approvals New compensation program approved Aon Hewitt Talent, Rewards & Performance Broad-Based Compensation Proprietary & Confidential C107693/OV009MPb.PPTx/001-Z /2017 3

6 Job Progression CSU jobs organized within 6 broad levels Criteria established for each level to determine placement of job in career progressions Technical/Support Professional/ Individual Contributor Project/Program Management Management Sr Management Executive Leadership President Provost Executive 2 Executive 1 Program Management III Sr Management 2 Professional IV Program Management II Management III Sr Management 1 Management II Professional III Program Management I Management I Professional II Technical/Support III Professional I Technical/Support II Technical/Support I Aon Hewitt Talent, Rewards & Performance Broad-Based Compensation Proprietary & Confidential C107693/OV004KA.PPTx/001-Z /2017 4

7 Proposed Market-Based Salary Structure CSU Job Level Descriptor Executive Leadership CSU Job Level Senior Management 5 Management Project/ Program Management Professional/ Individual Contributor Technical/Support CSU Career Path Cluster Low Cluster High EL02 $232,104 $301,736 $212,103 $275,733 EL01 $154,027 $200,234 $129,884 $168,850 $190,032 $247,041 $109,278 $142,062 SM01 $102,882 $133,747 $72,457 $94,193 MG03 $152,601 $198,381 $103,129 $134,067 MG03 $91,665 $119,164 MG02 $82,611 $107,395 MG02 MG01 $68,744 $89,367 $58,517 $76,071 $50,597 $65,776 PM02 $91,110 $118,443 $67,924 $88,301 PM02 $52,215 $67,879 PM01 $42,314 $55,008 PI04 $185,552 $241,217 $116,149 $150,993 PI04 $107,366 $139,576 PI03 $90,038 $117,049 PI03 PI02 PI02 PI01 $78,868 $102,528 $66,165 $86,014 $57,892 $75,259 $48,664 $63,264 $42,764 $55,594 $28,575 $37,148 TS03 $78,604 $102,186 TS03 $62,253 $80,929 TS02 $48,690 $63,297 TS02 $41,119 $53,454 TS01 $34,891 $45,358 CSU jobs are organized into 6 broad job levels based on the established leveling criteria Cluster ranges low and high are based on over 300 market benchmarks Clusters have a 30% spread from low to high for a tight fit to market data Cluster low and high are determined based on the array of market data within a job level, thus, there may not be overlap between the clusters The salary structure represents national pay levels which are aligned with Fort Collins The salary structure is inclusive of all departments and functional areas Aon Hewitt Talent, Rewards & Performance Broad-Based Compensation Proprietary & Confidential C107693/OV009MPb.PPTx/001-Z /2017 5

8 Benchmark Data ACPI02 $50.8 Aon Hewitt Talent, Rewards & Performance Broad-Based Compensation Proprietary & Confidential C107693/OV009MPb.PPTx/001-Z /2017 6

9 Benchmark Data ITPI02 $67.5 Aon Hewitt Talent, Rewards & Performance Broad-Based Compensation Proprietary & Confidential C107693/OV009MPb.PPTx/001-Z /2017 7

10 Proposed Market-Based Salary Structure CSU Job Level Descriptor Executive Leadership CSU Job Level Senior Management 5 Management Project/ Program Management Professional/ Individual Contributor Technical/Support CSU Career Path Cluster Low Cluster High EL02 $232,104 $301,736 $212,103 $275,733 EL01 $154,027 $200,234 $129,884 $168,850 $190,032 $247,041 $109,278 $142,062 SM01 $102,882 $133,747 $72,457 $94,193 MG03 $152,601 $198,381 $103,129 $134,067 MG03 $91,665 $119,164 MG02 $82,611 $107,395 MG02 MG01 $68,744 $89,367 $58,517 $76,071 $50,597 $65,776 PM02 $91,110 $118,443 $67,924 $88,301 PM02 $52,215 $67,879 PM01 $42,314 $55,008 PI04 $185,552 $241,217 $116,149 $150,993 PI04 $107,366 $139,576 PI03 $90,038 $117,049 PI03 PI02 PI02 PI01 $78,868 $102,528 $66,165 $86,014 $57,892 $75,259 $48,664 $63,264 $42,764 $55,594 $28,575 $37,148 TS03 $78,604 $102,186 TS03 $62,253 $80,929 TS02 $48,690 $63,297 TS02 $41,119 $53,454 TS01 $34,891 $45,358 CSU jobs are organized into 6 broad job levels based on the established leveling criteria Cluster ranges low and high are based on over 300 market benchmarks Clusters have a 30% spread from low to high for a tight fit to market data Cluster low and high are determined based on the array of market data within a job level, thus, there may not be overlap between the clusters The salary structure represent national pay levels which are aligned with Fort Collins The salary structure is inclusive of all departments and functional areas ITPI02 - $67.5 ACPI02 - $50.8 Aon Hewitt Talent, Rewards & Performance Broad-Based Compensation Proprietary & Confidential C107693/OV009MPb.PPTx/001-Z /2017 8

11 Salary Structure Impact Analysis Impact analysis determines the financial cost of implementing the recommended salary structure Displays the organization s exposure Employees who fall below the level/cluster minimum Employees who are above the level/cluster maximum Cost of adjusting the salaries of those incumbents below the new level/cluster minimums and maximums Distribution of incumbent pay within proposed levels Level 2 Professional/Individual Contributor Cluster Low Cluster High Below Cluster Low Within Range Above Cluster High Strategies to close gaps to cluster low: Prioritize specific roles Prioritize specific incumbents Phased-in or immediate Evaluate whether level is correct Conduct job analysis to gain an understanding of the current duties and responsibilities of jobs Strategies to close gaps to cluster high: Red circle Slow down increases Evaluate whether level is correct Conduct job analysis to gain an understanding of the current duties and responsibilities of jobs Aon Hewitt Talent, Rewards & Performance Broad-Based Compensation Proprietary & Confidential C107693/OV009MPb.PPTx/001-Z /2017 9

12 Next Steps and Implementation Considerations Provide Vice Presidents and Deans data for divisions and colleges for review and discussion CSU may consider a variety of implementation alternatives to bring salaries within the market clusters Salary exercise and budget allocation It is common for organizations to address salaries outside of a cluster over time (typically 2 3 years) Aon Hewitt Talent, Rewards & Performance Broad-Based Compensation Proprietary & Confidential C107693/OV009MPb.PPTx/001-Z /

13 TimeClock Plus

14 Shift Differential Calculation Issues with near 50/50 split Corrected segment now given the highest shift number

15 Pay Rates Pay Rates for hourly employees importing nightly Effective dates accurate Now visible to supervisors and project approvers Still just an estimation

16 Costing for Excess Reg Hours and OT For non-exempt monthly employees Sufficient to have list of department accounts? Accounting splits necessary?

17 Project Changes Current project fields: 1. Department Name (50 characters) 2. Assignment 3. Employee Group 4. Project Name Proposed change to project fields: 1. Project Name 2. Employee Group (SC, AP, WS, NWS, etc.) 3. Department Name (30 characters) 4. Assignment Number

18 Leave Colums Remaining column accurate Monthly accruals/usage: use Oracle report

19 s Dashboard error Mobile app Remaining Issues

20 TCP Reports PDI Monday, January 8 9:00am LSC 374 Will be recorded and placed online

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