Overview of the Classification and Compensation Plan Review

Presented by:CBIZ Human Capital Services

December 15, 2014

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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 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.”

Expectations

No positions will be eliminated as a result of this study.

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Office SpaceUp in the Air

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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

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 MethodologyWhat is market pricing?• Valuation of pay for the University’s jobs in the external

labor markets.• Key considerations when determining labor markets:

– Locationo Localo Statewideo Regiono Nation

– Industryo Higher Educationo Broad spectrum of employers

– Sizeo Revenue/Operating budgeto Number of employees

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Market Pricing Methodology

• Reliable Data– Published survey data

o Major consulting and surveying firmso Statistically validatedo 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 XYZMarket 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 December 17, 2014

2. Submit completed JAQ to supervisor By February 13, 2015

3. Supervisors review and approve JAQs

4. Once reviewed, supervisors return completed form to HR By February 20, 2015

5. HR will coordinate sending all data to CBIZ

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Resources• Website: www.wichita.edu/marketstudy

• Email: marketstudy@wichita.edu

• Work Sessions in RSC:– 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  

Questions?