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TITLE AND TOTAL COMPENSATION Project Update
UNIVERSITY OF WISCONSIN – MADISON
TITLE AND TOTAL COMPENSATION PROJECT
01 | CORE COMPONENTS
02 | COMPENSATION PHILOSOPHY
03 | JOB FRAMEWORK RECAP
04 | STANDARD JOB DESCRIPTION
05 | MARKET ANALYSIS
06 | BENEFITS ANALYSIS
07 | PROJECT TIMELINE
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TotalCompensationMatchespayand
benefitstoworkforce
StandardJobDescriptionsCreatesa
baselineprofileforroles
LevelGuidesOrganizesworkbylevel/typeofcontribution
JobFamilies/GroupsCategorizesworkbyfunctionand
type
MarketAnalysisLinksjobsandbenefitstomarketdata
DefiningWork
LinkingtoPay&Benefits
TITLE AND TOTAL COMPENSATION PROJECT
Core Components Focus
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TITLE AND TOTAL COMPENSATION PROJECT
Compensation Philosophy
A compensation philosophy is a
written statement that lays out an
organization’s guiding principles for
its compensation program.
Ensures the compensation programs work in harmony
Creates a framework for compensation policy
Structures organizational approach to different total rewards elements
Ensures consistency in the pay practices used throughout the organization
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TITLE AND TOTAL COMPENSATION PROJECT
UW-Madison Compensation
PhilosophyProvide competitive and equitable
salaries to attract, retain and engage
highly qualified individuals into a
wide range of occupations.
Clear and accessible
Flexibility
Competitive compensation opportunities
Recognize and reward
Support career growth
Continuous monitoring and review
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Employeeswillnotlosejobsorhaveareductioninpayasaresultofthisproject 5
TITLE AND TOTAL COMPENSATION PROJECT
Job Framework
A job framework is the overall organization of
jobs for administering compensation and
managing career progressions.
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TITLE AND TOTAL COMPENSATION PROJECT
Steps to create UW-Madison’s Job Framework
Stakeholders assembled to create job groups and sub-groups based on current jobs
Listening sessions with SMEs for input on sub-group placement
Forums for team and employee input in fall of 2017
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Job Framework
TITLE AND TOTAL COMPENSATION PROJECT
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Job Framework Example
Financial
Accounting,FinOps,Reporting
FinancialPlanningandBudgeting
Bursar
Procurement
FinancialSupervisor
FinancialAssistantIII
FinancialAssistantII
FinancialAssistantI
ManagerI
OrganizationalContributorIV
OrganizationalContributorIII
OrganizationalContributorII
JobGroup Sub-Group JobTitles ContributionLevel
TITLE AND TOTAL COMPENSATION PROJECT
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TITLE AND TOTAL COMPENSATION PROJECT
Standard Job Description
(SJD)
Communicate an overall picture of the nature of work performed
Communicate the position’s role in the organization
Determine the kind of work, level of difficulty, accountabilities and working conditions required of the job
Focus on the requirements of the job and not any specific incumbent who might fill the position.
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A standard job description is a statement of facts about:
• Scope of the work
• Accountabilities (outcomes) of the work that are essential to a job’s existence
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TITLE AND TOTAL COMPENSATION PROJECT
SJD Components
Summary
Typical Responsibilities
Career Path and Level
Qualifications
Physical Demands and Working Conditions
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TITLE AND TOTAL COMPENSATION PROJECT
Employee A
Employee B
Employee C
PositionDescription A
PositionDescription B
PositionDescription C
Employee D PositionDescription D
Employee Level/Position Descriptions
(Current State)
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TITLE AND TOTAL COMPENSATION PROJECT
Job Level/ Job Descriptions (Future State)
Employee A
Employee B
Employee C
Job Standard Job Description
Employee D Standard Job Description D
Job
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Why:Today,manyofourdescriptionsareoutofdate,long,anddon’tclearlyshowtheworkemployeesdo.
Definition:Astandardjobdescriptionrepresentsworkthatiscoretothejob,commonlydoneintherole,andregularlyneededwithintheinstitution.Themajorityoftheworkdonebyanemployeewillbedescribedviatheirstandardjobdescription.
Charge:Standardizetheformatandcomponentsofjobdescriptions,sotheyareconsistent,clear,andconcise.
StandardJobDescriptionsinclude…Summary • Aclear,concisestatementexplainingthe
majorfunctionsoftheposition• Describestheoverallend-resultofthework
thatthejobproducesandwhyitexists• 1-2sentencestogiveanoverviewofthejob’s
mainpurpose
Responsibilities • Briefstatementsindicatingwhatthemajorworkresponsibilitiesareandwhytheyaretaken.
• Typically4-7responsibilitieslisted
TheydoNOTinclude…
Longlistsoftasks
Everypossibleresponsibilitythejobtitlemayhave
Tasksareidentifiedinsupplementarypersonnelmaterials(e.g.performancemanagementexpectations,standardoperatingprocedures).
Standard Job Description Overview
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•JobIdentification•DraftSJDs•InputtoJDXpert
SJDWritingTeam
•ReviewSJDsforcontentandconsistency
•Providerevisions
HRRepresentatives •VettingofSJDs
•IdentifyUniqueComponents
SubjectMatterExperts&
Stakeholders
Standard Job Descriptions (SJD) CreationRevisedTargetDates:JunethroughDecember
Socializationofjobdescriptionsisanticipatedtooccurthroughthe4th quarterof2018
SJDCreation&RevisionProcess
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TITLE AND TOTAL COMPENSATION PROJECT
Market Analysis
Pay rate data that is collected through compensation surveys.
Provides an overview of pay rates paid for specific jobs throughout different regions and types of organizations.
Used to place a job into a pay range centered around a compensation target such as the 50th percentile to ensure that employees are paid competitively.
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TITLE AND TOTAL COMPENSATION PROJECT
§Medianoraveragecompensationpaidtoemployeesinone
ormorejobs.
§Reportsdatabyindustry,fieldofwork,geographic
area,etc.
Salary Survey
Compensation pay data are collected from
employers and is analyzed to develop an
understanding of the amount of compensation
paid .
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TheProjectincludesanin-depthreviewbenefits/work-lifeandleavestructurestoreshapebenefitsstrategy.Thisincludes:
• ConductaleadingpracticesandcomparativeanalysisofvalueinthemarketplaceviatheBenefitsValueAnalysiswithMercerConsulting
• ConducttheBenefitsPreferencesSurveywithMercerConsulting• Developoptionsandconductanalysistosupportrecommendations• Decideonlongtermbenefitsstrategy
BenefitsValueAnalysis(BVA)
BenefitsPreferencesSurvey
DevelopBenefitsOptionsand
SupportingImpactAnalysis
DecideonLongTermBenefitsStrategy
TITLE AND TOTAL COMPENSATION PROJECT
Benefits Strategy Preparation and Development
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About:Thissurveyisdesignedtoassessemployeepreferencesregardingavailablebenefits.Theresultsofthissurveywillbeusedtoevaluateemployeebenefitpreferencesanddetermineifcurrentprogramsaremeetingemployees’diverseneeds.
Purpose:Toprovidefacultyandstafftheopportunitytocommunicatetheirpreferencesandsatisfactionwithcurrentbenefitsandsharetheirdesiresforfuturebenefitupdates.
Details:• Allbenefitseligibleemployees
willhavetheopportunitytoparticipate• TargetsurveydatesareNovember26,
2018– December14,2018• ResultsanticipatedinFebruary,2019• Willbeadministeredelectronicallywith
anonymousresponses• Translationsessionswillbeavailable
UpcomingSpotlight:BenefitsPreferenceSurvey
TITLE AND TOTAL COMPENSATION PROJECT
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DevelopStandardJobDescriptionsDrafts
SubjectMatterExpertsReviewofStandardJob
Descriptions
FinalizeDraftsofStandardJobDescriptions
MercerConductsEmployeeBenefitsPreferencesSurvey
DevelopBenefitsPreferencesSurvey
MercertoCompleteMarketAnalysis
MercerContinuesBenefitsValueAnalysis
AddressHRSNeedsandImplications
UpdatedCommunicationsandChangeStrategy
August2018 January2019TTCProjectTimeline
InProgress Upcoming
Timeline:CurrentProjectWork
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DevelopSalaryStructurewithMercer
DevelopOptionsforFutureBenefitsProgram
BaselineMappingtoStandardJobDescription
January2019 Summer2019TTCEstimatedProjectTimeline
Upcoming
DevelopJobDescriptionTrainingPlanfor
Employee/Managers
StartJobDescriptionTrainingforEmployee/
Managers
BeginEmployee/ManagersReview
StandardJobDescriptions
VettingBaselineMappingwithHRandDepartment
Managers
AnalyzeBenefitsPreferenceSurveyResults
NextSteps:JanuaryThroughSummer2019
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TITLE AND TOTAL COMPENSATION PROJECT
Additional Questions?
ttcstudy@ohr.wisc.edu
go.wisc.edu/ttc.project
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