EEA Salary Plan

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EEA Salary Plan

• A New Idea
• Originally presented 4/25/2005, minor revisions
  12/2/06.

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EEA Salary Committee Charge

• Review section 4.0 (Compensation and Benefits)
  of the Exempt Employee Code and recommend
  modifications as needed. Compare our salary plan
  with other Washington State Universities to see
  how they allocate positions and determine
  salaries. In particular, examine section 4.015
  (procedure for setting salaries where there are
  no direct CUPA matches). Assess consistency and
  equity in the salary system. Report findings and
  recommendations at the Spring EEA meeting. "

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What is a compensation system supposed to do?

• Attract the right people.

• Retain the right people.

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• Compensation programs must adjust, (in order) to
  recognize and reward the knowledge and skills of
  people who make the institution successful.
• Foldeski, Robert, Smith, Steven, P. and Toller,
  John M.
• Fundamentals of Higher Education and Compensation
  Practices.
• Washington, DC CUPA-HR, 2001, p. 2

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What did thesalary committee do?

• Evaluated current salary plan
• Identified areas of concern
• Survey
• 4-year Washington State institutions
• Washington Management System
• Washington State Board of Community and Technical
  Colleges

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What the salary committee found in current EEA
plan

• Complete job descriptions matched to short CUPA
  descriptions.

• Direct matches sometimes do not reflect entire
  range of responsibilities.

• CUPA surveys never meant to be used as sole
  source of salary data.

• No process exists for increases based on merit,
  performance, market analysis, etc.

• As of 7-1-04, only about 50 of exempt positions
  have direct matches to CUPA surveys.

• Administrators have little flexibility in making
  salary changes.

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Preliminary Recommendations

• Utilize salary bands for groups of positions.

• Define criteria for inclusion in each band.

• Ensure initial placement in salary band occurs
  with input from HR
• Pay attention to market value,
  responsibilities, supervision, etc.
• Define process for placing positions in bands.

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Preliminary Recommendations, cont.

• Define acceptable rationales for salary changes.
• Movement from one band to another
• Movement within a band
• Across the board increases
• Bonuses
• Lateral moves
• Include mechanism to reward performance and
  address equity issues.

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Preliminary Recommendations, cont.

• Utilize something other than or in
• addition to CUPAs salary surveys.

• Conduct periodic surveys to ensure
• plan keeps up with current market.

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What does this do for employees?

• Creates a more open, transparent process for
  assigning salary.
• Provides incentive and greater career
  satisfaction to current employees regarding
  professional development and salary.
• Assures consistency and fairness.
• Rewards performance and addresses equity issues.
• Defines acceptable rationales for salary changes.
• Accurately reflects and defines position
  responsibilities and links those to compensation.
• Enlists best practices, strategies that are
  proven to work.

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What does this do for the University?

• Creates a more accurate assessment of an
  individual positions worth to the institution.
• Creates a more open, transparent process for
  assigning salary.
• Provides latitude and flexibility to establish
  and change salaries.
• Increases trust between employee and
  administrator.
• Creates more opportunities for communication.
• Allows institution to evaluate positions based
  upon institutional worth and external factors.

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In summary

• The current EEA salary plan does not seem to
  adequately meet the needs of administrators or
  employees, and
• A system with more built-in flexibility, wider
  salary bands, and fewer individual salary
  assignments would better meet the needs of
  employees, administrators, and the entire
  university.

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Plan of Action Step 1

• Staci Sleigh-Layman, Salary Committee Chair, and
  Nancy Howard, EEA Chair, met with the President.
• Staci and Nancy met with Cabinet.
• Cabinet and the President are both interested in
  recommendations from entire EEA.

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Step 2

• Get feedback from EEA on recommendations.
• Finalize specific recommendations from this
  information through EEA vote.

• Forward recommendations to President, Cabinet,
  and Presidents Advisory Council.

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Questions/Comments

• Salary Committee Members
• Staci Sleigh-Layman, chair, 963-2205,
  staci_at_cwu.edu
• Gail Farmer, 963-3214, farmer_at_cwu.edu
• Lisa Garcia-Hanson, 963-1214, garciahl_at_cwu.edu
• Jackie Johnson, 963-2446, johnsonj_at_cwu.edu
• Karla Shugart, 963-2270, shugartk_at_cwu.edu

• EEA Chair
• Nancy Howard, 963-2206, howardn_at_cwu.edu

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Thank you!