Title and Total Compensation Study Update for UWSP

Transcript:Title and Total Compensation Study Update for UWSP:
Title and Total Compensation Study Update for UWSP September, 2017 Goals for Today’s Forum Provide an overview of the structure of the study Provide an overview of the timeline of the study Provide detail of the current phase of the study 2 Current vs. Future State 6 Define and confirm compensation philosophy Develop Career Lattices Market analysis of compensation, benefits and work-life offerings Develop New Compensation Structure Assess positions and develop new job title structure Implementation and Follow-up Reviews Major Components of the Study 7 What the Study is NOT… An equity study A reduction-in-force A pay plan 5 Stakeholder Groups Roles and Responsibilities Governance & Decision Making Project Implementation: Hybrid approach to accomplish the work (Internal Subject Matter Experts and External Vendor) Collaboration with Consultant (Mercer) and Stakeholders Leverage expertise and vendor experience with similarly situated systems and institutions Cost-effective and efficient use of resources Leverage talent and expertise of internal subject matter experts Emphasize communication, clarity and transparency Employ effective change management techniques 10 I. Design and Study Strategy (Spring-Summer 2017) IV. Review Benefits / Work-life and Leave Structures III. Create Compensation Structure (Spring 2018) II. Assess Positions and Modernize Job Title Structure Review data Develop project plan Stakeholder interviews and focus groups Compensation philosophy guiding principles Preliminary communication and change mgmt strategy Job framework Map positions to the job/titling framework Create/update job descriptions Stakeholder briefings Analysis of compensation Salary structure Preliminary cost analysis Salary administration guidelines FLSA Review Stakeholder briefings Presentation to stakeholders Finalize program based on stakeholder feedback Finalize communication and change strategy Deliver targeted communications Training for ongoing program administration V. Implement New Structures (Fall 2018- Spring 2019) Analysis of benefits and work/life and leave structures Gap analysis and recommend solutions TTCS Phases Nearing Completion We are here! Parallel Process 10 11 Mercer Resources UW System Project Structure CHRO/HR Directors TTC Study Subject Matter Workgroups (Reports up to UW System) UW System Institution Project Teams TTCS – Phase 2 Job Framework Components Career Paths Job Families and Sub-Families Levels Level Descriptors Job Families/Sub-Families Job Family – a group of jobs involving similar types of work and requiring similar training, skills, knowledge, and expertise. (Currently 22 Job Families Proposed) Sub-Family – a sub-set of a job family that describes a specialized area. Broadly describe the nature of the roles at UW Describe incremental changes in job scope and responsibilities Job Framework Job Descriptions/ Job Classifications Performance