CLASSIFICATION AND COMPENSATION STUDY FOR NONFACULTY BENEFITED POSITIONS

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CLASSIFICATION AND COMPENSATION STUDY FOR
NON-FACULTY BENEFITED POSITIONS

• GEORGIA SOUTHERN UNIVERSITY
• May 5-6, 2008

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OVERVIEW

• WHAT IS A CLASSIFICATION COMPENSATION STUDY?
• Evaluates how the college compares to the
  appropriate recruitment markets for competitive
  pay rates
• Reviews positions to ensure they are accurately
  classified
• Provides opportunity to prepare accurate and up-
  to- date job descriptions
• Ensures that job titles reflect position
  duties/responsibilities
• Assists with staffing plan and salary schedule
  analysis

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WHO IS MGT OF AMERICA?

• A national management consulting firm
  headquartered in Tallahassee for 33 years.
• MGT has conducted numerous classification and pay
  studies comparable to this study
• MGT has experience in all aspects of higher
  education operations
• www.mgtofamerica.com for detailed company
  information

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KEY PROJECT TEAM MEMBERS

• Nancy Stepina-Robison, Partner-in-Charge. Nancy
  has over 30 years of higher education experience,
  including establishing and maintaining
  classification and compensation systems for
  faculty and staff employees. She is the author of
  MGTs Institutional Performance Review Guide for
  Higher Education.
• Brittany Bjorklund, Senior Classification
  Specialist. Brittany is an industrial/organization
  al psychologist with experience in human
  resources. She has worked on numerous
  classification and compensation studies with MGT.
  
• Roy Mars, IT Compensation Specialist. Roy is
  currently working on several human resource
  related projects and has significant experience
  in utilizing classification and compensation
  tools.
• Robert Holloway, Consultant. Robert is an
  experienced economist who has conducted numerous
  MGT compensation surveys for higher education
  institutions.

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EXAMPLES OF SIMILAR PROJECTS CONDUCTED BY MGT OF
AMERICA

• CLASSIFICATION AND COMPENSATION
• University of North Texas System executive
  compensation
• University System of Georgia faculty and staff
  compensation
• Valdosta State University staff classification
  and compensation
• East Central College staff classification and
  compensation
• Florida Gulf Coast University presidential
  compensation and benefits
• New College of Florida faculty compensation and
  compensation
• Southeast Missouri State University unionized
  staff wages and benefits
• University of Central Florida- staff compensation
  
• Illinois Board of Higher Education staff
  compensation
• Kirkwood Community College staff classification
  and compensation
• University of North Alabama staff
  classification and compensation
• Florida Keys Community College faculty/staff
  classification and compensation

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GSU DESIRED OUTCOMES

• Employee Compensation System characterized as
• Internally equitable
• Externally competitive
• Fiscally sound
• Motivational to employees
• Flexible to market changes
• Easy to maintain

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PARTNERSHIP

• MGT OF AMERICA
• Design study framework
• Collect job and salary data
• Analyze job and salary data
• Provide recommendations for changes to
  classification and salary structure

• GSU EMPLOYEES
• Provide input on study process
• Function as subject matter facilitators
• Complete job description questionnaire
• Review updated position description

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KEY STEPS IN PROCESS

• Ongoing employee communications
• Identification and training of GSU subject matter
  facilitators
• Completion and review of job content
  questionnaire
• Management input form
• Development of position descriptions
• Salary survey and competitive recruitment markets
  
• Recommendations for new structure

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STUDY TIMELINE
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KEY STEPS IN PROCESS

• Ongoing employee communications
• Completion and review of job content
  questionnaire (JCQ)
• Management issues paper (MIP)
• Update of position descriptions
• Salary survey and competitive recruitment markets
  
• Recommendations for new structure

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EMPLOYEE COMMUNICATIONS

• Project kick-off letter
• Training information for subject matter
  facilitators (SMFs)
• Scheduling information for employees to meet with
  SMFs
• Notification that position description is ready
  for review
• Study results

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JOB CONTENT QUESTIONNAIRES (JCQ)

• On-line survey commonly used on all
  classification and compensation studies
• Paper copy provided for those employees without
  email access
• Completion of survey guided by GSU designated
  subject matter facilitators
• Participation voluntary

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JCQ COMPONENTS
1. 2. 3. 4.
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JOB DESCRIPTION

• JCQ information will generate a job description
  for each employee
• Employee will review job description
• Supervisor will approve job description

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MANAGEMENT ISSUES PAPER

• Opportunity for management to comment on topics
  regarding these job titles (i.e. Recruiting)
• Voluntary

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SALARY SURVEY

• Identifying appropriate recruitment markets
• Local
• Regional
• State
• National

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PROJECT OUTCOME

• New job descriptions
• Classification system consistent with system-wide
  BCAT
• Updated pay grades and ranges
• An implementation plan

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PROJECT CONTACTS

• MGT Contacts
• Nancy Stepina-Robison
• Partner-in-Charge
• nstepina_at_mgtamer.com
• Brittany Bjorklund
• Project Director
• bbjorklu_at_mgtamer.com

• GSU Contacts
• Melanee Morales
• Associate Director, HR
• mmorales_at_georgiasouthern.edu