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Compensation Project

Compensation Project. Faculty & Staff Compensation Programs Board of Regents Finance Committee Meeting Project Overview http://www.twu.edu/humanresources/. Scope of Project.

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Compensation Project

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  1. Compensation Project Faculty & Staff Compensation Programs Board of Regents Finance Committee Meeting Project Overview http://www.twu.edu/humanresources/

  2. Scope of Project • To gather and review our current compensation status, we had four consultant campus visits with seven group and twenty-five stakeholder meetings, plus six faculty and staff open general sessions with video access to all campuses including over 200 in-person session attendees, plus a completed online compensation survey of Faculty, Staff and Adjuncts resulting in 778 individual responses (342 Faculty 44%, 436 Staff 56%) including a total of 131 documented comments and questions received. • After 18 months of project work, the independent equity analysis has been completed and the salary survey data gathering process determined which has resulted in the faculty and staff compensation delivery models.

  3. Faculty & Staff Short Term Action List • Develop a University Compensation Philosophy • Create a multi-member task force • Charge to review Sibson’s recommended compensation philosophy and create list of pros and cons for university leadership review and/or adoption • Report submitted by Dr. Michael Stankey, Committee Chair for university-wide review and approved by university on December 2013 • Review of the approved TWU Compensation Philosophy (handout)

  4. Faculty & Staff Compensation Compensation Philosophy Linkage: • Competitive compensation packages • Focus on external market competitiveness • Balance with internal equity • Provide university flexibility within salary models Importance of Adjusting Salaries: • Hiring • Retention• Expectations Ongoing Compensation Objective: • Continue salary adjustments towards 100% of the market based on available funds each FY

  5. Proposed Faculty Compensation Plan Guiding Principles: • No faculty member’s salary would be reduced• Time in rank should matter• Promotion between faculty ranks should result in a meaningful salary increase Review of Faculty Plan (spreadsheet handout)

  6. Staff Short Term Action List • Assess staff salary levels • Develop external market database for collection and use of staff surveys • Project Team led by HR reviewed data collection tools and surveys and made recommendations • Review staff positions for internal equity • Develop criteria for making equity adjustments • HR and Academic Financial Services with assistance from legal counsel and an outside consultant • Make a decision on developing ranges for professional and administrative positions • HR reviewed available data and made recommendations 3. Implementation - Develop an implementation plan

  7. PayScale - Staff • TWU worked with PayScale, a leading company that provides a compensation tool, to assist with the staff salary review process. • PayScale’s Insight Expert software and analytics tool provides current compensation data for our staff positions and has features that enable us to choose the industry and geographical location. • With PayScale, TWU now has on-demand access to the largest, most detailed and up-to-date salary database that allows us to analyze our positions based on pay factors such as job duties, skills, certifications, education and years of experience.

  8. PayScale - Staff • A PayScale Certified Compensation Professional (CCP) was assigned to TWU and assisted with performing the analysis to match our staff positions to current market data. This analysis was performed on each unique staff position at TWU. • As anticipated, our analysis reflected that many of our staff positions are currently paid under market. • The next step done was to revise pay structures as applicable based on this market data.

  9. CUPA - Staff • CUPA surveys reflect the salaries of 1,138 Colleges and Universities nationwide, making it a key resource for salary-related decisions in the higher education community. • The following surveys were used: • Administrators in Higher Education • Professionals in Higher Education • Non-Exempt Staff in Higher Education

  10. Updating Staff Future Market • With CUPA and PayScale, TWU will be able to: • Manage our compensation plan on an ongoing basis. • Perform quarterly compensation check-ups on a routine schedule. • Conduct an annual refresh of our compensation structure and make recommendations for salary increases. • Provide access of staff compensation data to managers and employees.

  11. Staff Survey Usage Classified – PayScale and CUPA Professionals - PayScale and CUPA Administrators – CUPA Noteworthy Data: 440unique staff position titles surveyed Representing 826 staff employees Only 2 no match positions

  12. FY 15 Staff Compensation Distribution Objectives • To establish a base minimum floor where no staff employee would be below 80%* of market. • Provide an additional 4%** across the board percentage to all staff employees below the market. • Provide an extra 5%*** across the board one-time lump-sum payment percentage to all staff. * This figure may rise slightly based on final approved budget ** Individuals at 96% or above will receive an amount not to exceed market *** Paid on December 1, 2014

  13. Staff Distribution Averages & Summary

  14. Staff Employee Examples Employee receiving all distribution methods: Employee not receiving 80% market floor: Employee only receiving 5% lump sum:

  15. Staff Distribution Summary Cost Total cost of bringing staff employees to 100% of market of all funds including benefits (15%) is $7,478,037 x 1.15% = $8,599,742 Total proposed FY 15 budget reoccurring staff compensation: $2,730,992.72

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