Staff Compensation Program Update May 2003. 2 G:\B\Bckbos\Pr\2003\Meetings\05 16 03\AG 05 22 03...

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Staff Compensation Program Update

May 2003

2G:\B\Bckbos\Pr\2003\Meetings\05 16 03\AG 05 22 03 v2.ppt

Understanding Job Classification

Staff Compensation Program– Objectives– Proposed Staff Compensation Program Design– How Will This Affect You – Bucknell’s Approach to Conducting Competitive Market Reviews

Next Steps

Your Roles and Responsibilities

Where to Get Additional Information and Questions

Today’s Meeting Objectives

Understanding Job Classification


Job Classification Is…

… a systematic process for developing the job structure across the University for purposes of:

– Determining job roles and contributions– Balancing internal and external equity– Supporting career path– Human resource planning– Resource allocation

The result helps the University to:– Develop appropriate pay structures– Maintain appropriate pay relationships job to job– Maintain a salary administration program which is perceived as fair and

equitable


Job AnalysisJob Analysis

Level / Band AssignmentLevel / Band Assignment

Job DescriptionJob Description

Performance ManagementPerformance Management

ImplementationImplementation

Budgeting ProcessBudgeting Process Policies and ProceduresPolicies and ProceduresOn-going

CompensationDecisions

On-goingCompensation

Decisions

A typical job classification process is...

Market Analysis(external equity)

Market Analysis(external equity)

Job Classification(internal equity)

Job Classification(internal equity)

Staff Compensation Program Objectives


Staff Compensation Program Objectives

The primary program objectives are to develop a compensation programthat:

Is simple to use, easy to understand, and viewed as credible by both managers and staff members;

Effectively combines the external market value of jobs with the internal contribution of staff members;

Recognizes the competencies and applied knowledge needed to be successful in a job;

Provides a foundation and roadmap for career development, promotions and continued learning; and

Is a uniform and consistently-applied process across departments.


What we hope to achieve with the new Staff Compensation Program

Develop a program that defines and emphasizes Bucknell jobs more by overall responsibilities, applied knowledge, skills and competencies

Capture current staff members roles and responsibilities through data collection process in 2003

Incorporate both administrative and support staff in the same program

Develop Bucknell’s core competencies that apply for all staff members


What are Competencies?

Competencies are demonstrated behaviors that are necessary to perform a role successfully

Competencies are important because they identify how someone needs to work to be successful in that role– Competencies represent more personal characteristics, which are displayed by

successful performers in a role in a given situation, and which is demonstrated through specific, observable behaviors


WHATWHAT(results)(results)WHATWHAT

(results)(results)HOWHOW

(behaviors)(behaviors)HOWHOW

(behaviors)(behaviors)

Job ContentJob Content(results)(results)

CompetenciesCompetencies(behaviors)(behaviors)

++WHATWHATwe dowe doWHATWHATwe dowe do

HOWwe do itHOW

we do it

A Broader Definition of Success


Bucknell’s Proposed Program Bucknell’s proposed program will consider job responsibilities and competencies in addition to market competitiveness

Staff Compensation

Program

Relationships

Community Focus

Achievement

Leadership

Job Content Factors

Core Competencies


The job content factors address what work is performed at Bucknell and the knowledge and skills needed for those roles

Bucknell’s Proposed Program Bucknell’s proposed program will consider job responsibilities and competencies in addition to market competitiveness

Key Job Responsibilities

Scope of Accountability & Impact

Problem-Solving & Decision-Making

People & Resource Management

Education & Experience

Staff Compensation

Program

Relationships

Community Focus

Achievement

Leadership

Job Content Factors


Relationships Respect for the Individual Diversity Integrity Reliability/Dependability

Bucknell’s Proposed ProgramThe program incorporates core competencies for all staff member roles that describe behavioral traits

Community Focus Commitment to Service and

Quality Stewardship

Achievement Initiative Adaptability/Creativity

Leadership Empowering People Teamwork

Staff Compensation

Program

Relationships

Community Focus

Achievement

Leadership

Job Content Factors

Core Competencies


Core Competencies Competency Names and Definitions

Community Focus

1. Commitment to Service and Quality: Keeps the community (i.e., students, parents, alumni, friends of Bucknell, employees, etc.) as the focal point of all activity; strives to address community needs and concerns. Commitment to continuous improvement of University practices and to assuring that completed work adheres to high standards of accuracy and excellence.

2. Stewardship: Demonstrates an understanding between one’s own job responsibilities and overall University goals and needs, and performs one’s job with the broader goals of the University in mind.

Community Focus


How this will affect you

Your job duties, responsibilities and supervisor/manager will not change as a result of this project

Your pay will probably not be affected by this project– No one’s pay will be reduced as a result of this study– Your job will be evaluated based upon the program content as described on the

previous pages – Any equity adjustments identified to be made are subject to the University’s

budgetary constraints– An equity allocation of 0.5% ($100,000 in 04/05) has been budgeted for equity

adjustments

The current Performance Management Program will complement the Staff Compensation Program– The Staff Compensation Program will assist managers and staff members in

discussions related to current performance, salary increase decisions, training and career issues


Bucknell’s Approach to Competitive Market Analysis

Every year, Bucknell conducts a competitive base salary compensation review of its administrative and support staff positions

Bucknell compares its staff member jobs to the appropriate ‘labor market’ in which it attracts and recruits for talent– The ‘labor market’ varies based on the type of University position– For example, Bucknell would consider a national job search to recruit a Vice

President of Finance and Administration and a regional search for an Office Assistant

Generally, Bucknell competes for administration staff with higher education institutions on its peer list – Bucknell conducts a review of these positions using the College and University

Professional Association for Human Resources (CUPA-HR)


Bucknell’s Approach to Competitive Market Analysis (cont’d)

Every year, Bucknell joins with other area employees (Geisinger, Lycoming College and Penn College) in conducting a regional salary survey– In the 2002 study 54 organizations participated

On annual basis, Bucknell reviews any jobs that are below market levels and considers equity adjustments, as appropriate, based on budgetary guidelines

Bucknell will continue balancing its ability to pay with its desire to provide competitive salaries to staff that reflects each individual's contributions and results

Next Steps


Next Steps

The next steps in this project include the following:

May through June Gaining input from staff about the initial Program Design through campus

open Forums;

Refining the job content and competency factors based on campus feedback and further work by the Advisory Group;

Develop a job information questionnaire to collect the job content and competency data from staff members; and

Work with a group to test and modify the questionnaire prior to campus distribution.


Next Steps (cont’d)

June through August Collect updated information on staff member jobs;

Meet with individual departments, as necessary, to answer questions;

Compile the job information and develop the final Program Design; and

Test program design with Pilot Group.

August through December Establish appropriate pay levels based on Bucknell market studies conducted;

Develop salary guidelines and processes;

Develop communications and training materials;

Develop strategy to communicate new Program; and

Program implementation.



Stay Involved - Ask questions, attend meetings and open forum sessions– Maintain a cooperative and positive spirit - This is an exciting and positive step

for Bucknell!

Seek to understand the Staff Compensation Program– Review the materials on the website– Seek out Advisory Group members

Complete the Job Information Questionnaire thoughtfully, accurately and on time– More information to come on this

Where to Get Additional Information


Where to Get Additional Information

More information to come through these forum sessions, in addition to campus-wide communications and departmental staff meetings– Seek out Advisory Group members with questions and comments

Also, please go to our website dedicated to providing up-to-date information about the Staff Compensation Program – The web address is: http://web4.bucknell.edu/personnel/staff_compensation/ – We hope that you will bookmark

this site and visit it frequently

http://web4.bucknell.edu/personnel/staff_compensation/

Questions?

Staff Compensation Program Update May 2003. 2 G:\B\Bckbos\Pr\2003\Meetings\05 16 03\AG 05 22 03...

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