1. Human Resources, Development, and Engagement Classification & Compensation Information September 17 th – 24 th

2. CLASSIFICATION RENEWAL: A BRIEF REVIEW  2008 – Classification Study Begins  November 2011, Dr. Pollard announcement  January 2012, Classification Steering Committee formed & adopts work plan

3. CLASSIFICATION RENEWAL: A BRIEF REVIEW  Job Class: group of positions that are sufficiently similar in type of work, level of difficulty and responsibility, and qualification requirements as to warrant similar treatment.  Class Specification: broad description of a job class  Position Description: assigned duties, responsibilities, supervisory relations, specific to a particular position.

4. CLASSIFICATION RENEWAL: A BRIEF REVIEW  Hybrid Classification System (factor comparison & point factor methodology)  Compensable Factors: job complexity, education, experience, scope and impact, supervision received, working relationships, work environment, and physical demands.

5. CLASSIFICATION RENEWAL: A BRIEF REVIEW  March 2012: Transparency through Information Sharing  March/April 2012: Invite Feedback regarding Class Specs  May/June 2012: Update Position Descriptions  Late June 2012: Class Spec Updates  August 1, 2012: Request Reconsideration  September 2012: Results of Reconsideration

6. CLASSIFICATION RENEWAL: A BRIEF REVIEW  Naming Conventions & Job Class Titles  H,I: supervisors  J-M: managers  N: director  O: director II  P: director III *WORKING TITLES*

7. Classification Maintenance  Establishing a 5 Year Maintenance Cycle (beginning FY14, Specs assigned A-F)  September 2013, Individual Requests for Classification Review  Other Out of Cycle Reviews: major and significant change in the work of a job class or individual position as a result of reorganization, technological or regulatory change or other unforeseen factors having significant impact on work; prior to recruitment; turnover/difficulty recruiting

8. Compensation – Increases Resulting from Classification  Individuals assigned to another Job Class as a result of individual request for reclassification or changes in grade due to reorganization, other off cycle classification events = Promotion  Where an entire job class is reallocated as a result of maintenance review = Equivalent of an Increment

9. Compensation – Internal Equity Reviews  January 2013 – Individual Requests Accepted  In the event an employee is earning a salary lower than an employee with less cumulative experience, education, and certifications, that employee’s salary shall be increased to the level of the employee with whom the inequity exists.  Proper Application of Pay Practices

10. Compensation – Setting Salaries for Staff New Hires  If new hire meets the minimum requirements of the position, placed at minimum  If exceeds the minimum requirements in regard to years of relevant experience, education, certifications, above the minimum up to midpoint  No staff member offered salary above the midpoint unless compelling interest that it is in the best interest of Montgomery College

11. Compensation –internal equity for staff & administrators  If placing a new hire above minimum, compare years of relevant experience, education, and certifications with incumbent employees in the same class specification; if inequity would result, request permission from SVP AFS to authorize an equity adjustment for similarly situated employees by increasing salary of incumbents to that of new hire + $500

12. Compensation – Degree Attainment  Salary Enhancement for Associate and Support Staff and Administrators  July 2013: earns progressively higher degrees from a regionally accredited institution, employee should inform HRDE and request degree advancement salary enhancement  Equal to value of an increment  Maximum of two

13. Compensation System  Salary range/increment  General Wage Adjustments  Increments (meet expectations)  Staff: Recognition Bonus – FY2014 Exceeds Expectations: up to $1000 Far Exceeds Expectations: up to $2000  In event exceeds total amount allocated, amounts lowered & proportionally recalculated

14. Office of Human Resources, Development, & Engagement  Standardizing Performance Reviews  Upcoming Training  Performance Evaluations: duties & responsibilities on position description, goals/objectives (established by January 2013), and competencies  July 2013  July/August: review position description, establish goals/objectives

15. Office of Human Resources, Development, & Engagement  Review Reorganization  Campus Presence  Upcoming/Recent Announcements  Questions