1 Fall Managing TXSTATE For Supervisors Office of Human Resources 601 University Drive Suite340 J. C. Kellam Bldg San Marcos, Texas Classification Compensation

Benchmark jobs- representative positions which are commonly found in most participating organizations. This means that not all jobs/positions are surveyed. 2 Primary Markets: Local, University 2

Markets University Market –Defined by PC. –CUPA-HR Mid-Level Administrative and Professional Salary Surveys. –Positions that are recruited nationally and/or are unique to institutions of higher education. –Median rate used to establish pay plan minimums. “Unweighted Median Salary by Budget Quartile-Doctoral Institutions.” 3

Markets Local Market –Defined by PC. –Our primary local market survey data comes from purchased surveys for the Austin/San Antonio area. –I-35--San Antonio-Austin Corridor- Local Vendors –Unweighted median rate used to establish pay plan minimums. 4

Markets Local Market –Titles determined by PC which are not recruited nationally and are not unique to higher education. –Recruited locally. –Approximately 100 survey titles. –Data from purchased surveys from local human resources management groups in conjunction with national consulting firms. –Represents local (public and private) employers and employees in benchmark jobs. –Examples: Accountants, IT positions, HR positions, Admin Assts, Custodians, Nurses. 5

Budget –Our FY 12 budget is $450,288,000 –CUPA Survey Quartile is: $326-$555.4 (Admin Comp) –CUPA Survey Quartile is $286.2-$493.1 (Mid- level) –2 nd Quartile for both surveys –Median is the middle figure of a rank ordered list or the average of the two middle figures. 6

Compensation Previous surveys focused on comparison to market pay plan minimums. Medians are greater than pay plan minimums. Results in higher pay ranges, greater maximums and minimums. 7

Compensation Market rate” is median rate Local, University pay plan minimums= 96% of median rate placed on nearest grade. Nearest grade: Minimum could be higher or lower than median rate. HR only makes recommendations on pay plan minimums, not actual salaries. HR encourages implementing 100% of market results. 8

Compensation Survey position descriptions represent a summary of the most important duties, not all duties. Survey position descriptions do not represent individual GOJAs. Represent duties performed by a class of employees, not individual employees. 9

Compensation Plug- Used by all employers to establish the relative value of positions. Used when evaluating a position which does not have a match in the market data. 5PC- Used by president’s cabinet to determine the proper pay plan minimum. 5CB- Indicates a continuation of the current pay plan minimum. GA- Indicates the number of “grades above” another position in relative value. Represents usage of a plug. GB- Indicates the number of “grades below” another position in relative value. Represents usage of a plug. 10

Compensation Example: Duplicating Equipment Operator- market data Printer II- 140% Dup. Equip. Op. Printer I, Bindery Operator, Phototypesetter, Camera Operator- 90% Printer II. PC members approve plugs for positions in their division and approve pay plan relationships. 11

Compensation HR provides survey data to PC members who make the final decision regarding pay plan relationships and minimums. HR also provides options for no cost reallocations, CPI-U figures and other data. 12