Slotted Staff Salary Study 2013 1
Overview Provide an overview of study Review study methodology Summary of data analysis Frequently Asked Questions 2
Goals of Slotted Staff Salary Study Evaluate individual jobs related to the market. Range/band structure. The appropriate market. A consistent pay position relative to the market. Relative value of the market versus internal comparisons. Evaluate the compensation level of the classified staff member based on the individual s experience, knowledge, skills and abilities as it relates to the job. Additionally, internal equity will be taken into account. Pay guidelines/policies. Consideration of skills, knowledge and experience. Supervisory input (where appropriate). Performance versus longevity. Internal equity between incumbents in similar jobs. 3
Methodology Reviewed experience data for all active slotted staff employees. Visual review of resumes/applications was done for all new hires since 1/1/2010. Data collected and reviewed included: relevant external experience, CCU other experience (temporary, other funded) and relevant slotted CCU experience. Student, intern, practicum, graduate assistantship experiences were excluded. Experience not related to the employee s current role was excluded. In some cases, experience was prorated if there were relevant components or the work experience was not full-time. Experience for slotted employees who experienced a break in service and then were rehired had to be manually adjusted. For certain positions, only direct experience was considered. This determination was based on market position matches and job fit. Incomplete/illegible information excluded. 4
Methodology (continued) Re-evaluated experience for all reclassified and promoted employees since 1/1/2010. Reviewed position histories for all employees with breaks in slotted state service at CCU. Researched and procured survey data from external sources. 5
Methodology (continued) Market survey data (source/position match) was then matched to specific positions based on job roles. Survey source/position match was based on best fit. Survey data used: CUPA: Administrative Compensation Survey CUPA: Mid-Level Compensation Survey Towers- Watson: Pertinent Surveys ONET was used in cases where job fit could not be identified through other sources. Note: (a) data was not aged due to the current economic conditions. (b) higher education data was used wherever feasible. Did not use a category if there were not at least 5 participants. (c) data was not limited by a specific geographic region since the data was not available in that format for all survey sources. 6
Methodology (continued) Job fit was determined by reviewing classifications, job descriptions and organizational charts. If a survey position match was not a good fit, every effort was made to find another quality source. If one could not be found, the survey data was discounted or assigned a premium. The amount of discount or premium depended on the degree of job fit. In certain cases, CCU has specific minimum starting salary rates. If CCU s minimum starting salary exceeded the market data, the market rates were adjusted upward accordingly. Employees with interim roles were evaluated based on permanent assignments at the time the study was conducted. 7
Methodology (continued) Determined market rates for the 20 th, 40 th and 60 th percentiles for certain positions where these percentiles were not provided by the survey sources. Education was a factor only in determining the quality of a job match. It is expected that employees had the necessary credentials to perform in their current positions. No additional compensation was awarded for certain levels of education, certification or licensure. Once the data collection process was completed, the next phase included the analysis of the data. 8
2012 Staff Salary Study Experience Thresholds Salary Percentile Months of Experience (External, CCU and/or Direct) Experience in Years 20 th (New) 0 35 Months 0.00 2.99 Years 25 th 36 71 Months 3.00 5.99 Years 40 th 72 119 Months 6.00 9.99 Years 50 th (Median) 120 155 Months 10.00 12.99 Years 60 th 156 203 Months 13.00 16.99 Years 75 th 204+ Months 17+ Years This schedule was used to calculate pay plan options. It was developed by the project team to recognize market salary benchmarks and an individual s level of experience. Study included all slotted staff employees on the payroll as of December 31, 2012. 9
Analyzing the Data Prior to analyzing the data, it was necessary to make some modifications such as: Annualize salaries of employees on a basis of less than 12 months or with work hours of less than 37.5 per week. Identify employees currently in leave without pay (LWOP). Identify employees who have transferred or were hired at CCU within the last year. Identify positions which necessitate counting direct experience only. 10
Frequently Asked Questions Will all slotted staff employees receive an increase as the result of the study? No. With the change in compensation philosophy and the completion of a staff salary study in 2009, the number of staff employees receiving increases will decrease. Will the study determine if an employee s duties are commensurate with pay, title and or classification? The study will focus on the nature of the position as well as the other factors described in this presentation. Classification changes may be identified during the study however, that is not the primary objective. What positions will be included in the study? Slotted staff positions on the payroll as of December 31, 2012. Study does not include timelimited, research grant, temporary grant, temporary staff, athletics or faculty positions. 11
Frequently Asked Questions (continued) Can my supervisor request a change in my classification or compensation at this time? No new base salary change transactions will be considered until the study is implemented. When will the staff salary study be implemented? For eligible employees, the first phase will go into effect on October 1, 2013 (first pay date will be October 31, 2013). Future phases will be contingent upon funding availability. If I receive an increase as the result of the study, will I still be eligible for other types of increases in the future (e.g. additional duties or reclassification)? This study would not preclude you from receiving other kinds of compensation actions in the future, if appropriate, not to exceed the maximum of the pay band. 12
Will the study eliminate salary compression? As previously announced, $500,000.00 has been allocated to address staff salary compression. This funding will make a significant impact in reducing salary compression but it will not eliminate it. Additional funding would have to be granted in the future to make further progress in this area. What are the plan limits? The plan will be funded up to the 75 th percentile with a cap of a 10% increase amount. What is the plan payout period? The expected compression amount will be funded incrementally over a period of three (3) years. What if my position is at or near the maximum of the pay band? Staff salary study increase amounts cannot place an employee s salary above the maximum of the state pay band. 13
Questions about the study may be submitted to hr@coastal.edu and will be forwarded to the appropriate person for response. 14