Position Classification and Salary Plan 2016 Jefferson College Position Classification and Salary Plan 2016 Title Slide 1b - Sneak peek at an alternate accent color Jim Fox April 2016

Who We Are Who We Are Gallagher Benefit Services, Inc. with offices throughout the United States including 30 years of nationwide experience Understanding of higher education environment Practical and realistic solutions for higher education HR issues including: Compensation & Benefits Classification Job Evaluation Performance Management Organization Development Experience in both union and non-union environments Documented Experience © 2014 GALLAGHER BENEFIT SERVICES, INC.

Public Sector Practice Focus Nationwide, more than: 340 colleges and universities Examples of recent clients Include: Moraine Valley Community College, IL Metropolitan Community Colleges, MO Rowan-Cabarrus Community College, NC Central Piedmont Community College, NC Maricopa County Community College, AZ Morton College, IL Joliet Jr. College, IL Palm Beach State College, FL © 2014 GALLAGHER BENEFIT SERVICES, INC.

Project Director Leads Practice 30 Years Experience Teaches Technical Advisor Project Director James C. Fox, Ph.D., IPMA-CP Managing Director of the Firm Responsible for All Deliverables Leads Practice Directed more than 300 similar projects Served as Public Sector Compensation Director for Ernst & Young 30 Years Experience Broad banding, Performance Management, and Skill-based Pay Teaches © 2014 GALLAGHER BENEFIT SERVICES, INC.

Mike Verdoorn, MA-HR, CCP, IPMA-CP Team Consultants Lead Consultants Mike Verdoorn, MA-HR, CCP, IPMA-CP 10 Years Compensation Experience Prior – U of Minnesota Comp Analyst Senior Consultant Quyang Pan, MA-HR 3 Years Compensation Experience Prior – Marathon County, Alcorn State University, Des Moines Public Schools Consulting Associate © 2014 GALLAGHER BENEFIT SERVICES, INC.

Team Consultants Lead Consultants Consulting Associate August Zhu, MA-HR 2 Years Consulting Experience Colorado State University-Pueblo Consulting Associate © 2014 GALLAGHER BENEFIT SERVICES, INC.

Project Phase I Tasks & Deliverables Why a Compensation Study? What are we trying to address? Review duties and responsibilities of all jobs Evaluate (verify) internal value relationships Collect market compensation data on benchmark jobs from private and public peer institutions and organizations Develop a new or revised compensation system that is competitive and internally equitable Identify costs to implement © 2014 GALLAGHER BENEFIT SERVICES, INC.

Project Phase I Tasks & Deliverables What Job Groups Will be Studied? All 250 staff employees All 100 full time faculty © 2014 GALLAGHER BENEFIT SERVICES, INC.

What This Effort IS The purpose is to ensure that: Your job (staff) is classified appropriately (the right grade) Faculty are paid appropriate to education, experience and technical knowledge Pay and benefits is competitive and fairly structured The College has policies and procedures to keep the system up-to-date and fair Pay and benefits in the future, are based on fair and documented information The College has a compensation system that is easy to understand and administer

What this Study is NOT It is NOT a staffing needs study. It is NOT an organizational structure study. It is NOT a strategy designed to cut costs. It is NOT a strategy to eliminate positions. It is NOT a strategy to reduce pay. It will NOT change the faculty promotion system. It will NOT introduce a performance based pay system.

Study Phases Compensation Strategy Faculty jobs will be looked at first Staff jobs will be looked at second Each “group” will have a Steering Committee/Task Force Salary History and Job Understanding Market Analysis Study Final Report

1. Compensation Strategy Meet with employees and leadership team Review current systems Understand issues and needs Understand/clarify the College’s compensation strategy

2. Salary History Review and Job Review Employees (staff only) fill out position description questionnaires (PDQ) Clarify job description information and organizational structure Validate internal equity of jobs Faculty rank/level review Review of salary increases for promotion in rank

3. Market Analysis To identify competitive pay and benefit levels Identify jobs to survey Identify peer’s to survey (CUPA-HR), custom survey Collect and verify salary and benefits data Compare to current pay and benefits Develop/update compensation system and pay schedules Develop transition plans and costs College review of implementation plans

4. Final Report Market data findings Pay recommendations Transition plan Presentation to College Administrative Team

Project Schedule Study Schedule PHASE DESCRIPTION MONTH I 1 2 3 4 5 6 I Compensation Strategy II Salary History and Job Review - Faculty Salaries - Staff Salaries III Market Analysis IV Project Finalization © 2014 GALLAGHER BENEFIT SERVICES, INC.

Final Results The Study outcome is based on: Pay strategy Our experience in understanding your job The market data collected College’s decisions

Questions or Concerns Contact: Tasha Welsh twelsh@jeffco.edu 636-481-3157 Jim Fox FLASolutions@foxlawson.com (Confidential)

Any Questions?

Thank You Jim Fox | Managing Director Higher Education Practice Gallagher Benefit Services, Inc. 651.234.0840 Direct 651.635.0980 Fax Jim_fox@ajg.com www.ajg.com