TOTAL REWARDS STRATEGY UPDATE

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TOTAL REWARDS STRATEGY UPDATE
Presented by Broward College Division of Human
Resources Equity August 10 11, 2009
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Presentation Overview

• Project goals
• Project Timeline
• TRS Program
• Overview of the New Classification System
• What does it mean?
• Next Steps
• NEW WAY OF THINKING!

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PROJECT GOALS

• Create a Total Rewards Program designed to
  attract and retain qualified, diverse
  administrators and professional technical staff
• Create a framework that is easy to maintain and
  update in the future
• Highlight all components of the Total Rewards
  program including, benefits, work-life balance,
  career development and recognition, compensation
  classification

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TIMELINE
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BUILDING BCSTOTAL REWARDS PROGRAM

• Excellent Benefits (medical, dental, vision,
  life, disability, retirement etc)
• The Work Experience
• Acknowledgement (PTS Retreat, Professional
  Development Day)
• Balance (of work and life 4 day work week,
  voluntary leave programs)
• Culture Environment (diverse inclusive
  employment)
• Development (career/professional, tuition
  remission and reimbursement)
• Updated Compensation Classification models

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Benefit Benchmarking

• Highlights Of Findings
• Collected data from several published surveys
  that reflect best practices in benefits analyses
• College and University Professional Association
  for HR Benefits Study
• National Survey of Employer Sponsored Health
  Plans (Mercer)
• Survey on Health Productivity and Absence
  Management programs (Marsh/Mercer)
• Survey of Employer Benefits (Business Legal
  Reports, Inc)
• Broward College benefits programs are very
  competitive with higher education and general
  industry markets
• Programs are well aligned or richer than
  competitors. Specifically, the following
  programs are richer than market competitors,
• Medical Programs
• Holidays
• Sick time
• None of the programs lag the market

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Policies and Procedures

• Total Rewards Pay Adjustments for Non-Represented
  Professional Technical Staff and Administrators
  (New)
• Total Rewards Policy (New)
• Position Classification Policy (Updated)
• Salary Schedule Policy (Updated)

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Methodology

• Development of the job level guides based on job
  description
• Benchmarking
• Career path
• Development of structures
• Position review and testing

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Review Testing

• Position Description Workshops
• Employees writing own job descriptions
• PTS Council Review
• Cabinet Review
• Leadership Review
• Supervisor Review
• Employee Review

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Benchmarking Data Sources
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BUILDING AN EFFECTIVE CLASSIFICATION SYSTEM

• The total rewards program will include a
  comprehensive classification system complete with
  new policies and procedures

Review and Understand Job Content
Review and Define Job Families
Create Levels Based on Job Requirements
Develop Ranges
Manage Pay Within Ranges

• Review current job descriptions
• Understand the key responsibilities, skills, and
  competencies needed to perform job

• Identify job families within BC
• Understand the types of jobs within job family
  and the relationships between jobs

• Develop levels within job families to understand
  career progression
• Levels based upon information provided in job
  descriptions and BC HR meetings with select
  leaders

• Develop ranges using a sample of representative
  jobs at each level within a job family
• Ranges built and informed by market data results

• Manage individual salaries within salary range
  (e.g., current employees, new hires, etc.)
• Provide guidance on in-range adjustments and
  promotions
• Maintain salary ranges year-over-year (e.g.,
  market adjustments)

A job family is a group of jobs in which the
work performed is of a similar nature. It is a
macro grouping based on a segmentation and
primary concentration of positions.
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What does this mean for the College?
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ORGANIZING FRAMEWORKJOB LEVEL GUIDES

• The overall compensation and classification
  system of the TRS program is comprised of the
  following distinct Job Level Guides.

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Next Steps

• Board Approval on the Board Agenda for the
  August 25, 2009 meeting
• Pending approval implementation phase
• Communication Plan
• Listening posts scheduled at all campuses and DTC
• HR on Campus Sessions (informational sessions)
• Updated Web Presence
• Email blasts
• Updated supervisory and managers toolkit

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NEW WAY OF THINKING

• Integrate all offerings into a total package
  (Total Rewards)
• Benefits, compensation, work-life programs,
  performance management, professional development,
  reward and recognition and career growth
• Job level guides salary plans as road maps
• Provides managers the ability to act with HRs
  guidance
• Plan promotes consistency yet provides
  flexibility
• New ways and opportunities to recognize and
  retain talent