OHIO UNIVERSITY COMPENSATION PROJECT 2014 Project Update Jan Myers Director of Compensation . February 18, 2014

Agenda Project Timeline Introduction of Proposed Program Model Example Documents

Project Timeline

Compensation 2014 Project Overview January 2014 March 2014 April 2014 Job Mapping Share job framework and mapping with subject matter experts to gain input Job Framework Salary Structure Design Market Benchmarking Review position questionnaires Identify job families and sub- families Develop a job framework and classify positions Develop job documentation Develop market referenced salary structure and pay guidelines Assign all jobs to the structure Determine alignment of current pay to the new structure and program guidelines Identify comparison markets and benchmark jobs Match benchmark jobs to surveys and analyze market

Compensation 2014 Project Overview June 2014 August 2014 November 2014 FLSA Analysis EEO Analysis Roll Out and Implementation Conduct general content interviews Review and analyze job data Legal Research Recommendations Regression modeling Calculate cost estimates Identify drives of pay, segmentation used for modeling and areas of concern and policy recommendations Develop salary administration manual Update related Ohio Policies Provide supervisor training and employee communication Oracle Implementation

New Compensation Framework

Glossary of Terms Term Definition Job Family A group of jobs involving similar types of work and requiring similar training, skills, knowledge, and expertise. The job family concept helps organize related jobs for purposes of pay, career progression and performance management Examples: Human Resources; Information Technology; Library Services Sub-Family A sub-set of a job family, usually more specialized in nature Examples Compensation, Benefits (sub-families within Human Resources) Help Desk, Systems Analysis (sub-families within Information Technology) Collections, Archives (sub-families within Library Services) Career Track A progression that describes the nature of work being performed. Three Career Tracks have been defined for OU: Technical & Administrative Support Individual Contributor Management Level Guides Descriptions of level requirements and responsibilities within the 3 Career Tracks; Career Track Level Guides describe the general leveling of jobs within each track throughout the University Job Family Grid Descriptions of the levels of work being performed within a job family and across the relevant career tracks

University-wide framework for consistent leveling of positions Job Framework Overview Organizes Jobs as Foundation for Pay and Career Progression University-wide framework for consistent leveling of positions Leveling includes managerial, individual contributor, and technical & administrative support career tracks that articulate meaningful differences in roles, impact and requirements. Descriptive progressions are provided for functionally-based job families. These progressions describe broad accountabilities and requirements. Sub-families identify specific career paths and serve as a foundation for market pricing positions.

Proposed Job Families and Representative Sub-Families Job Family Sub-Families Academic and Program Management Program Management, Academic Administration Academic Services Advising, Career Counseling Administrative Management Administrative Services Administrative Support Athletics Coaching, Training and Conditioning, Equipment Management Auxiliary Services Transportation Services, Food Services, Bookstore, Mail Services, Print Services Communications and Marketing Multi-media, General, Public Relations, Visual, Written Development and Institutional Advancement Development, Fundraising, Corporate and Foundations, Alumni Affairs, Events Planning, Donor Research Educational Services Early Childhood Education, Professional Development Engineering & Architecture R&D Engineering, Planning, Design & Construction Enrollment Services Admissions, Financial Aid, Registrar Environmental Safety and Police Services Campus Police, Transportation, Parking, Environmental Safety, Sustainability and Recycling Event Services

Proposed Job Families and Representative Sub-Families (continued) Job Family Sub-Families Facilities Maintenance, Custodial, Landscaping & Grounds Finance and Business Accounting, Budgeting, Procurement, Payroll, Risk Management, Business Analysis, Institutional Research, Administrative Management Fine and Performing Arts Exhibits, Theatre Health Services Counseling, Wellness, Health Education, Psychology, Nursing Human Resources Benefits, Compensation, Employee/Labor Relations, Employment, Organizational Development, Generalists, HRIS/Records Information Technology Help Desk, Infrastructure, Security, Database Administration, Business Analysis, Systems Analysis, Web Services, Instructional Technology Legal and Compliance Legal, Audit, Ombudsman, Compliance Library and Museums Collections, Access, Archives, Library Information Services, Museum Operations Media Production TV/Radio/Video Production Records Management Research Administration Grants & Contract Administration, Technology Transfer, Compliance & Research Program Administration Research and Labs Field Research, Lab Research, Lab Support, Animal Care Student Affairs Student Life & Development, Diversity, Accessibility Services, Recreation, Housing

Subject Matter Expert Role Primary role Represent functional area and provide feedback regarding the applicability of Compensation 2014 Project (COMP 2014) across the University Provide assistance to the project when required Provide input regarding differences of opinion and approach Provide feedback and input on project deliverables Job Family Grids

Job Framework Overview Example categories in a job framework Illustrative Job Framework JOB FAMILY Academic Services Human Resources Information Technology SUB - FAMILY Benefits Compensation Generalists EE/Labor Relations Employment Health and Safety Organizational Development HRIS/Records CAREER TRACK Management (M) Individual Contributor (IC) CAREER LEVEL Individual Contributor V Ind. Cr V Individual Contributor IV Individual Contributor III Individual Contributor II Entry (IC1) family, career stream and career level Facilities Legal and Compliance Library and Museums Technical and Administrative Support (TAS) Finance and Business Individual Contributor I Research and Labs Student Affairs Athletics

Job Framework Overview Provides consistency across the University Illustrative Career Tracks Technical & Administrative Support (TAS) Individual Contributor (IC) IC5 Management (M) M3 M2 M4 M5 Broadly describes the nature of the roles at the University Career Levels IC4 IC3 Describes incremental changes in job scope and responsibilities TAS4 IC2 M1 TAS3 IC1 TAS2 TAS1

Job Framework Overview The job framework informs pay structures Pay Linkages Illustrative Technical & Administrative Support Individual Contributor Management Base Pay Structure(s) A M5 B IC5 M4 C IC4 M3 D IC3 M2 E Job Family/ Sub-family TAS4 IC2 M1 F TAS3 IC1 G H TAS2 I TAS1 J K