Boise State University

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Boise State University

• Professional Staff Salary Administration Plan
  (PSSAP)

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PSSAP Objective?

• To create a market-referenced salary
  administration plan for professional staff

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A Salary Administration Plan helps us decide

• What to pay for jobs regardless of who is in the
  position,
• At what level to pay individuals in the same job,
  based on experience and performance and
• Content of guidelines/policy to support
  consistency and fairness

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Who is working on the project?

• PSSAP Advisory Council
• Consultant and Project Team

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PSSAP Advisory Council

• Steve Allison Finance Administration
• Cindy Anson Provost
• Rika Clement Advancement
• Jared Everett Professional Staff Senate
• Karen Henry Research
• Chris Hurst Information Technology
• David Tolman Student Affairs
• Mike Waller Presidents Office

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PSSAP Project Team

• Carolyn Harrison Project Consultant
• Andy Cover Project Manager
• Jane Buser Project Oversight
• Debi Alvord Project Oversight
• Joan Thies Project Support
• Carol Bugni Project Support

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Our Process

• Research of best practices in higher education
  and other organizations
• Input and feedback from Advisory Council
• Consultation with Provost and Vice Presidents
• Development of Compensation Plan framework
• A work in progress

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Guiding principles based on research of best
practices

• Market referenced
• Current job descriptions
• Development of job families
• Identification of benchmark jobs within job
  families
• Determination of salary ranges based on market
  data for benchmark jobs
• Development of plan guidelines

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What is our market?

• It dependsit could be
• the local market ( a comparison to similar jobs
  in Boise)
• a peer group, with data from College and
  University Personnel Association (CUPA)
• a regional or national market

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How do we choose a market survey for a particular
job?

• Recruitment Data
• Manager or VP Recommendation
• State Board Requirements
• in other wordswhere do we expect to find the
  best candidate for this position??
• Market surveys are also called Market
  Comparators

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Market Comparators

• College and University Personnel Association
• (CUPA) for regional, national, and peer group
  information
• Western Management Group, providing local market
  data
• Other specialized surveys (an example of a job
  family that often merits a specialized survey is
  Information Technology)

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Job Description Questionnaires or JDQs

• Revised JDQs developed and made available online
  on October 22
• Completion target date November 19

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Job Families

• Job families are a grouping of jobs commonly
  clustered within a career emphasis
• Job families (if large enough) have career bands
  within job family

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Why job families?

• Provide framework for discussion with employees
• Context for development of career paths
• As a structural aid for administration of
  compensation plan
• See our model at careernavigator.umjobs.org

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Proposed Job Families at Boise State

• Academic Services
• Administration
• Communication/Marketing
• Engineering Architecture
• Environmental Safety Security
• Facilities Operations
• Finance Business
• Healthcare

• Human Resources
• Information Technology
• Institutional Advancement
• Legal Governmental Relations
• Library
• Student Services
• The Arts

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Job Evaluation Process

• An analysis of 639 JDQs
• Begins late November
• Determines job family placement
• Standardizes job titles to accurately reflect
  work performed and industry standards
• Identifies benchmark and non-benchmark jobs
• Matches jobs to market data

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How does benchmarking work?

• An analysis of the market to determine how
  similar jobs are paid in other organizations
• A benchmark position has adequate matches in the
  market to be used as a reference point for making
  pay comparisons
• Benchmark as many positions as possible (est.
  80) and place within job families

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What is a non-benchmark job?

• A job for which valid and reliable salary survey
  is not available
• How do we determine a market pay range?
• Assign the position to one of Boise States job
  families
• Compare to benchmark jobs within the same job
  family based on factors important to those jobs
  (skill requirements, management responsibilities,
  educational requirements, decision-making, etc)

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Proposed Salary Structure

• Salary ranges for each position with a
• Minimum,
• Midpoint, and
• Maximum.
• The Midpoint is generally referred to as market.

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Salary Range - Minimum

• The minimum is the lowest amount Boise State
  would expect to pay to have a job performed.
• Placement between minimum and midpoint generally
  indicates an individual in the position is
  learning the job, or moving toward midpoint based
  on performance and length of service.

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Salary Range Midpoint

• Represents the salary level paid to a competent
  employee with considerable experience who
  performs all duties of the job at a satisfactory
  level.
• This level is what we call the market rate for
  trained and experienced people.

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Salary Range - Maximum

• The highest amount Boise State will pay to have a
  job performed.
• The area between midpoint and maximum usually
  indicates employees whose demonstrated
  performance is above average or consistently at a
  superior level.

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How would my supervisor decide where I should be
placed in a salary range?

• Job Skills, Knowledge, Experience
• Performance
• Internal Alignment (comparison to others in
  same/similar job)
• Financial Resources

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About Compensation Plan Guidelines

• Help HR and Supervisors make fair pay decisions
  that are consistently applied across the
  University
• Examples of issues addressed professional
  starting salaries, promotions, transfers, merit
  increases, equity increases, etc.
• Guideline/policy content to be determined by
  university leadership

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After JDQs are filed with HR

• Job family placement
• Job evaluation/benchmarking
• Market data analysis
• Salary range development
• Review of compensation plan guidelines with VPs
• Performance management plan coordination
• Development of communication and training plans

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Timeline

• Plan Development June, 2007-in progress
• JDQs requested October 22, 2007
• JDQs returned November 19, 2007
• Job Evaluation November through May, 2008
• Review of data with Vice Presidents June, 2008
• Implementation of Plan Fall 2008

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Boise States model for job families and market
titles

• Courtesy of University of Michigan
• Career Navigator
• http//careernavigator.umjobs.org/