The Catholic University of America Staff Compensation Study Town Hall Meeting February 12, 2003

Meeting Agenda What is a the Goal of this Project? Why is a Compensation Program needed at CUA? How will a Compensation Program be Implemented? Who will Benefit from the Compensation Program?

Project Goal “Establish a Fair and Equitable Compensation Structure for Staff that Will Assist The Catholic University of America Maintain an Exemplary Workforce Dedicated to Excellence in Teaching and Research.”

Importance of a Compensation Program Strategic Plan Contains Three Pillars Dedicated to Excellence in: –Catholic Higher Education –Graduate Research –Teaching and Learning By Recruiting, Hiring and Retaining Outstanding Employees, the University Can Achieve Such Excellence A Fair and Consistent Compensation Structure is a Critical Component in Our Ability to Maintain an Exemplary Workforce

What Is A Compensation Program? Salaries Must Be Based on a Consistent Analysis of Job Responsibilities: –Internal Factors How Closely the Job Relates to the University’s Mission The Difficulty of the Job –Education Requirements –Experience Requirements

–External Factors Relevant Labor Market Trends Salary Surveys Jobs Are Provided Salary Ranges With Defined Minimum and Maximum Pays Salary Structure Is Fair, Consistent Across Departments and Financially Feasible The University’s Compensation Structure Will be Consistent with its Equal Employment Opportunity\Affirmative Action Program

Why Do We Need A Compensation Program? The University’s Success is Dependent on You Employees Need to be Rewarded for the Important Roles They Play in Achieving CUA’s Goals Employees Must be Compensated Fairly and Consistently Across All Units of the University

Implementation Plan Hired Mercer to Provide Consultation Advice Develop an Institutional Compensation Philosophy Clarify Responsibilities, Duties, Knowledge, Skills and Abilities Required for Each Staff Job –Meet With Managers –Managers and Employees Complete Job Survey Analyze External Market Data Test Alternative Compensation Models Recommend a Compensation Program to the President’s Council

Project Team Team Carefully Selected to Represent All Divisions: Charles Mann, Associate VP for Business Services Barbara Coughlin, Director of Human Resources Kathryn Bender, Associate General Counsel Paula Blackwell, Assist. Dir. of Budget – Law School Paul Brooks, Director of Planned Giving Laura Burhenn, HR Specialist

Project Team Estee Mendoza, Assist. to the Provost Carol Matlack, Operations Mgr. for VSL Barbara Nickens, Admin. Assist. for UG Studies Brian O’Connell, Budget Analyst Schlain Schmidt, Implementation Specialist Doris Torosian, Director of Financial Aid Lauri Wood, Assist. Dir. Experiential Programs Kim Keating, Mercer Patti Burke, Mercer

Project Schedule Kick-Off MeetingJanuary 2003 Outline Compensation PhilosophyFebruary 2003 President’s Council Presentation February 2003 Review Job Titles\ResponsibilitiesFebruary - March 2003 Conduct Market AssessmentFebruary - March 2003 Create Pay StructuresMarch - April 2003 Determine Cost for Pay StructuresApril - May 2003 Develop Transition StrategyApril - May 2003 President’s Council PresentationMay 2003 Finalize Compensation StructureMay 2003 Develop Administration GuidelinesMay 2003 Introduce Compensation StructureFY 2004 Submit Budget for Pay StructuresOctober 2003 Implement Compensation ProgramMay 1, 2004

Who Benefits From the Compensation Program All Full-Time and Part-Time Staff Will Benefit from the Program –Regardless of Funding Mechanism –Regardless of School –Regardless of Position Title Job Roles and Expectation Will Be Clarified Career Opportunities Will Be Identified Pay Opportunities Will Be Identified

Dispelling Myths Compensation Program is Not a Reorganization Plan Compensation Program Does Not Guarantee Pay Increases Existing Staff Salaries Will Not be Reduced

On-Going Communications The Committee Will Provide Regular Communications About the Project –CUA This Week –Inside CUA On-Line –Letters –HR Web Site –Town Hall Meetings –Focus Groups