Palomar Community College District

Transcription

1 Palomar Community College District Administrators and CAST Classification & Compensation Study Employee Orientation Session November 16 and 17, 2017 Agenda Introduce Reward Strategy Group Palomar s Classification Study Steering Committee Project Overview What it is and what it isn t Project Schedule Position Description Questionnaire (PDQ) Manager Review Q and A 1

2 Introducing RSG s Consultants Allan Crecelius, Project Manager Sandra Comrie Gina Calderon Susan Curran Tom Mannle Examples of Other RSG Clients Antioch University National University Thomas Jefferson School of Law San Diego State University Long Beach Community College Berkeley Unified School District Ontario-Montclair School District Orange County Dept of Education Ventura County Community College State Center CCD MiraCosta CCD Antelope Valley CCD Rio Hondo College City of Anaheim City of Los Angeles City of Del Mar City of Pasadena City of Portland, OR City of Long Beach San Diego Superior Court County of Los Angeles Port of San Diego San Diego Housing Commission Vallecitos Water District Orange County Water District 2

3 Classification Study Steering Committee RSG will work closely with this committee throughout the project. Lisa Norman, Assistant Superintendent/VP, HR Ralph Johnson, Construction Project Manager Chelsea Kott, Supervisor, Student Affairs Ruth Barnaba, Manager, Tutoring Services Connie Sterling, Manager, Library Brian Stockert, Dean, Counseling Shawna Cohen, Manager, EEO and Compliance PROJECT OVERVIEW What It Is A study of all 85 Administrators and CAST classifications with approximately 100 employees. Job analysis and position classification based on employees current duties and responsibilities to develop an improved classification system that accurately depicts the way work is organized and performed today. 3

4 PROJECT OVERVIEW What It Is continued Compensation analysis based on market survey data that RSG will collect, and internal class relationships based on quantitative evaluation of job content. Salary grade placement recommendations based on external competitiveness and internal equity. Modelling and design of alternative approaches to Administrator and CAST salary structures. PROJECT OVERVIEW What It Is NOT Evaluation of individual performance. Workload, staffing or efficiency study. Organization analysis. 4

5 How Will This Be Done? RSG will read all employee-completed PDQs and Manager Supplements. Schedule and conduct interviews with employees in each classification. Conduct classification analysis based on input gained. Develop any improvement recommendations for the Administrator and CAST classification plan. continued How Will This Be Done? continued Allocate employees to updated classes. Review with the Classification Study Steering Committee and college administration. Write draft job descriptions for all recommended classifications. Work with Steering Committee to notify Administrator and CAST incumbents of recommendations. Address any requests for reconsideration. Finalize the classification plan. 5

6 Overview of Project Schedule November 8, 2017 November 16 and 17, 2017 Mid-January 2018 Mid-January 2018 Early February 2018 Communicate project to employees and distribute PDQs. Conduct employee orientation meetings regarding the study. Due date for employees to submit completed PDQs to supervisors/managers (specific date to be announced). Managers submit completed supplement forms to HR; all materials to Human Resources (specific date to be announced. PDQs and Manager Supplement forms to RSG. continued Project Schedule continued February 2018 Early Mid March 2018 Early April 2018 Early May 2018 May June 2018 July 2018 RSG reviews all PDQ materials and develops employee interview schedule; HR schedules all interviews. RSG conducts job analysis interviews. RSG s classification analyses. Preliminary classification findings and class architecture recommendations; review with the Steering Committee and college management. Draft new class specifications. Communicate recommendations to employees. continued 6

7 Project Schedule continued July 2018 July - Aug 2018 September 2018 September 2018 October 2018 November 2018 Gain agreement on salary survey plan. Conduct market salary survey and build survey database. Review survey findings with Steering Committee and management. Conduct internal job analysis and allocate classes into salary grades. Model and design new, effective salary structure. Present findings and recommendations and finalize study. Completing the PDQ Describing Your Job to the Consultants 7

8 Position Description Questionnaire Your participation is critical; we need a questionnaire from every Administrator and CAST employee. Refer to the instructions. Think about your job, work challenges and responsibilities; make notes and organize the information. Describe your job duties and responsibilities in your own words. Provide materials that may clarify. PDQ continued An will announce availability of the PDQ form at Download the form, save and rename the document, then complete on your computer. Submit a hard copy of the completed form to your manager. Keep a copy for yourself. Meet the deadline which will be announced in the . 8

9 SMC2 Completing the PDQ Page 1 Completing the PDQ: Page 2 Physical and Mental Demands & Environmental Working Conditions This information is needed for ADA compliance and is not used to classify individual positions. Think about the duties and responsibilities you perform most frequently and identify the physical and mental demands and environmental/working conditions that are present in doing this work. Check the boxes in each section that apply to your job. If you want to elaborate on any of these demands or conditions, provide information in the Additional Information section. 9

10 Slide 17 SMC2 Insert revised PDQ form Sandra M Comrie, 10/27/2017

11 Completing the PDQ: Page 3 Position Functions & Responsibilities Functions & Responsibilities (List major tasks for each function performed) Frequency Knowledges, Skills & Abilities Required; Special Licenses or Certificates Equipment/Technology or Materials Used Illustration of Functions & Responsibilities Information Technology Supervisor Position Functions & Responsibilities (List major tasks for each function performed) Frequency Knowledge, Skills & Abilities Required; Special Licenses or Certificates Equipment/ Technology or Materials Used Supervise staff and lead project teams responsible for design, development, testing and implementation of a variety of complex software projects; provide training, coaching and mentoring on software development standards and methodologies; complete performance evaluations and give performance feedback to staff. D Supervisory principles and methods; project management methods and practices; performance evaluation, corrective action and discipline policies and practices; ability to lead staff to complete projects on time and budget. District human resources policies and practices; labor contract provisions Lead and guide initiatives to formulate and implement standards for software development and administration. P Industry best practices in software development and database design. Participate on the Security Standards team to perform security systems code review, set policies and document security standards for District-wide technologies. M Sources of security threats and vulnerabilities; systems security products and methodologies; Cyber Security and Information Protection and Privacy principles and practices; preventative security controls in general industry use. Industry publications including CISSP training materials Perform code review on applications developed by staff and by other teams; document required changes and recommended improvements; enforce software development standards. W Knowledge of best practices in code development to achieve high maintainability and efficient processing times. District standards and policies Etc. 10

12 Completing the PDQ: Page 4 Problem Solving Describe the typical problems you are responsible for analyzing, evaluating and resolving. What references (policies, guides, other people, etc.) do you use in reaching conclusions and creating solutions? I work closely with other departments to develop a thorough understanding of their operational, program and service delivery requirements and issues so that our team can identify or develop effective systems recommendations which balance cost, integration and maintainability factors with customers wish lists and preferred technology solutions. Completing the PDQ: Page 4 continued Decision making Give examples of decisions you are allowed to make independently and ones on which your manager or supervisor must give final approval. I am allowed to design and architect an assigned software application within the parameters of District development standards and the approved development budget. My manager must approve the priority given each assigned project and approve changes in project scope or cost. 11

13 Completing the PDQ: Page 4 continued Consequences of errors What are the impacts if you make errors or employees you lead make errors? Impacts could include: Interruption of college services Cost and time to make corrections or repairs Complaints by students/faculty members Unsafe working conditions/danger to others Regulatory compliance violations Embarrassment to the college and its Board Completing the PDQ: Page 4 continued Leadership of Employees If no lead or supervisory responsibilities, check and move on to page 5. Difference between lead and full supervision. Titles and numbers of positions you manage or supervise. 12

14 Completing the PDQ: Page 5 Supervisory and Management Relationships Supervision Received Check the box that best describes the way in which your manager oversees and directs your work. Types of Interpersonal Contacts both within Palomar College and external. Types of Contacts Other dept. managers and staff Consultants, Vendors Nature, Purpose & Complexity Discuss highly detailed work requirements and processes for very diverse projects. Seek agreement with customers on the most cost effective solutions to meet their needs. Identify, evaluate and select vendors and consultants for required hardware and/or software components. Review invoices and payments. Frequency Frequently throughout each project Weekly during certain project phases Records & Reports Examples of major reports you oversee or prepare. Completing the PDQ: Page 6 Additional Information Include any other information you want the consultants to know about your job. Employee Signature Be sure to sign and date your PDQ and keep a copy for yourself. 13

15 Manager Review Ensure completeness/accuracy of PDQs. Provide any additional detail needed. Input will be provided on a separate Manager Supplement Form. No changes will be made to the employee s PDQ. Any discrepancies between PDQs and Supplement Forms will be resolved by RSG consultants through discussions with both the manager and employee. The Compensation Phase of the Study Accurate market survey of salary from agreed upon agencies; compile comparison data. Internal job content evaluation of each classification. Develop externally competitive and internally equitable salary grade placement recommendations for all studied classifications. Model and design alternative approaches to the Administrator and CAST salary structure. * * * * * 14