1. Talent Management Made Easy Simplify Position Management and Compensation Design Increasing Efficiency and Improving Access to Data

2. Talent Management Made Easy Introduction Ed Emmett – PeopleAdmin Government Solutions Rollie O. Waters – The Waters Consulting Group, Inc. President and Founder 2

3. Talent Management Made Easy PeopleAdmin Founded in 2000 Provides web-based talent management solutions to more than 650 leading government, higher education, and non-profit organizations throughout North America Applicant tracking, position management, and performance management 3

4. Talent Management Made Easy The Waters Consulting Group, Inc Since 1988 Provides state of the art and innovative solutions in the human resources arena Based in Dallas, Texas, with regional offices in Seattle, Washington; Cleveland, Ohio; and Austin, Texas, we are strategically located to serve our nation-wide client base. 4

5. Talent Management Made Easy Questions? Use the Chat Box to ask questions – Select who you would like to direct it to – Make sure you direct it to “hosts and panelists” Submitted questions will be answered at the end of the webinar – If your question does not get answered, we will reach out to you individually 5

6. Talent Management Made Easy Agenda 6

7. Talent Management Made Easy Step One – Position Management 7

8. Talent Management Made Easy Position Management The foundation of success… Evaluation and accountability Recruiting and selection Comparison and Defensibility 8 Good position management can be defined as a carefully designed position structure which blends the skills and assignments of employees with the goal of successfully carrying out the organization's mission or program. - US Office of Personnel Management

9. Talent Management Made Easy Diverse Workforce = Unique Challenges Classified/Unclassified Positions Civil Service Positions Seasonal Positions Collective Bargaining Factors Exempt/ Non-Exempt Meet & Confirm Etc 9

10. Talent Management Made Easy Establishing a Position Framework 10 Manual Process can be effective Time Consuming Requires hands-on management Survey Data is normalized Automated workflows Audit trails and historical change logs Define Easily updated and approved Monitor classification changes Drives other HR functions Maintain

11. Talent Management Made Easy Create a New Position 11

12. Talent Management Made Easy Take Action 12

13. Talent Management Made Easy Edit a Position 13

14. Talent Management Made Easy Seat or Vacate a Position 14

15. Talent Management Made Easy Assign Supervisor 15

16. Talent Management Made Easy View Complete Audit trails 16

17. Talent Management Made Easy See the big Picture Classification TitlesEmployees by Department 17

18. Talent Management Made Easy Build the Foundation for Success Summary: Major and minor duties and responsibilities are communicated to the employee Job postings are comprehensive and reflect accurate requirements Performance evaluations are fair and predictable Job Evaluations and Salary Surveys are built on a solid foundation 18

19. Talent Management Made Easy Developing and Managing a Traditional Pay System Developing and Managing a Traditional Pay System 19

20. Talent Management Made Easy Agenda 20

21. Talent Management Made Easy Developing and Managing a Traditional Pay System 21

22. Talent Management Made Easy ConceptsObjectivesTechniques INTERNAL EQUITY: Relationships Between and Among Jobs in the Organization -Job Analysis -Job Description -Job Evaluation -Maintain Cost Control INDIVIDUAL EQUITY: Relationships Between and Among Individuals in the Organization -Performance Appraisal -Motivate Competent Staff EXTERNAL EQUITY: Relationships Between and Among Jobs in the Labor Market -Salary Surveys -Attract & Retain Competent Staff © 2010 - The Waters Consulting Group, Inc. 22 Equity Issues in Wage and Salary Administration 22

23. Talent Management Made Easy Job Evaluation 23

24. Talent Management Made Easy Formal Education This factor measures the minimum formalized training or education that is required for entry into the position. Experience Based on the minimum education required for the job, this factor measures the degree of experience required for entry into the position. Human Collaboration Skills This factor measures the job requirements of personal interactions with others outside direct reporting relationships. Management/Supervision This factor measures the managerial requirements for achieving results through people. Technical Skills This factor measures the job difficulty in terms of the application of the knowledge required by the job. Working Conditions This factor measures the surroundings or physical conditions under which the work must be performed. Freedom to Act This factor measures the degree of freedom to exercise authority as well as assesses the impact of actions. Budget Responsibility * This factor measures the accountability for the annual budget for department or assigned area of responsibility. * For Exempt positions only. © 2010 - The Waters Consulting Group, Inc. Compensable Factors 24

25. Talent Management Made Easy Point Factor Job Evaluation EXPERIENCE: Based on the minimum education required for the job, identify the degree of experience required for entry into the position. Note: This measures minimum requirements, not preferences 1)No Experience Required. 2)Under and including one year. 3)Over one year up to and including three years. 4)Over three years up to and including five years. 5)Over five years up to and including seven years. 6)Over Seven years experience. 25

26. Talent Management Made Easy Job Evaluation (Example of Point Factor Method) HOW TO ASSIGN POINTS: FACTOR = EXPERIENCE 1)Total Points 2)Total Points for this scale = 12% x 1 3)Number of Scale Steps 4)Divide #2 by #3 1000 120 6 20 26

27. Talent Management Made Easy Point Factor Job Evaluation EXPERIENCE: Based on the minimum education required for the job, identify the degree of experience required for entry into the position. Note: This measures minimum requirements, not preferences 1) 20 No Experience Required. 2) 40 Under and including one year. 3) 60 Over one year up to and including three years. 4) 80 Over three years up to and including five years. 5)100 Over five years up to and including seven years. 6)120 Over Seven years experience. 27

28. Talent Management Made Easy Grading Table 820 = up 712 – 819 619 – 711 538 – 618 469 – 537 409 – 468 352 – 408 Up to 351 GradeMinimum/Maximum Point Range 1. 2. 3. 4. 5. 6. 7. 8. 28

29. Talent Management Made Easy Control a Point Factor Job Evaluation Plan or a Straight Market Based Plan Increase Efficiencies in Compensation Administration in Real Time Reduce HR Compensation Operating Costs and Errors The Platform allows for job placement in a hierarchy using market data only or a comprehensive point factor job evaluation plan in combination with market data. Pay Designer Create Internal Equity 29

30. Talent Management Made Easy Salary Survey 30

31. Talent Management Made Easy CompensationNavigator TM PayDesigner TM Increase Efficiencies in Compensation Administration Simplify Accurate Market Comparisons Manage a Market-Based Pay System The Platform shows actual salaries, averages, and computes minimums, maximums and mid-points aligned to market data. Pay Designer Accurate Market Comparisons 31

32. Talent Management Made Easy Diversity of Jobs in Organization Exempt and Non-Exempt Public Safety Executive Legal Faculty/ Staff Balancing Internal Equity vs. External Equity Competitiveness Considerations © 2010 - The Waters Consulting Group, Inc. Number of Pay Structures & Best Practices 32

33. Talent Management Made Easy Salary Structure 33

34. Talent Management Made Easy CompensationNavigator TM PayDesigner TM Achieve Competitiveness for Public Safety 34

35. Talent Management Made Easy Administration and Policy 35

36. Talent Management Made Easy The 6 O'clock News: Are You Ready? 36

37. Talent Management Made Easy “Private-Sector workers were nearly three times more likely to be jobless than public-sector workers.” Is that true in you organization? “Ninety percent of government employees receive lifetime pension benefits. Only 18 percent of private employees enjoy that protection.” What is the percentage in your organization? “Spending on retirement benefits for California's state employees is growing at triple the rate of state revenues.” What is your rate of spending growth? Zuckerman, Mortimer. September 10, 2010 http://politics.usnews.com/opinion/mzuckerman/articles/2010/09/10/public-sector-workers-are-the-new- privileged-elite-class.html http://politics.usnews.com/opinion/mzuckerman/articles/2010/09/10/public-sector-workers-are-the-new- privileged-elite-class.html Reporter Says: “My research shows that…” 37

38. Talent Management Made Easy “Federal civil servants earned average pay and benefits of $123,049 in 2009 while private workers made $61,051 in total compensation, according to the Bureau of Economic Analysis.” “The Defense Department had 9 civilians earning $170,000 or more in 2005, in 2008 there were 214 and 994 in June of this year.” By Dennis Cauchan http://www.usatoday.com/money/economy/income/2010-08-10-1Afedpay10_ST_N.htm Reports about Federal Workers Stirs the Media Pot 38

39. Talent Management Made Easy The Infamous Compensation Gap Employer Cost Per Hour Worked Sector Total Compensation Wages and Salaries Employee Benefits Public$39.60$26.11$13.49 Private$27.42$19.41$8.00 According to the Bureau of Labor Statistics Employer Costs for Employee Compensation – March 10, 2010 39

40. Talent Management Made Easy PayDesigner TM CompensationNavigator TM View Instant Cost Impact During Budget Meeting, Meet and Confer or Union Negotiations Sort Compensation Costs by Various Demographics Maximize the Success of Meet and Confer Identify Pay and Benefit Costs Accurately “The public sector advantage was 34% in wages and 70% in benefits.” U.S. Bureau of Labor Statistics. Data for June 2010 Do you know the advantages in your organization? “The public sector advantage was 34% in wages and 70% in benefits.” U.S. Bureau of Labor Statistics. Data for June 2010 Do you know the advantages in your organization? How Does It Work? 40

41. Talent Management Made Easy Conduct “what if” Compensation Cost Audits Expand “what if” Scenarios for Cost Reduction Decrease Compensation and HR Consulting Fees “Public sector workers have the largest advantages in health insurance, defined benefit pension plans, and paid leave.” U.S. Bureau of Labor Statistics. Data for June How does your organization compare? “Public sector workers have the largest advantages in health insurance, defined benefit pension plans, and paid leave.” U.S. Bureau of Labor Statistics. Data for June How does your organization compare? How Does It Work? 41

42. Talent Management Made Easy Filter by various demographics Choose among different job titles PayDesigner TM CompensationNavigator TM Run Comparative Reports 42

43. Talent Management Made Easy Compare your wage, benefit, and total compensation package with competing organizations. Compare Total Compensation Offerings View Direct Pay Values PayDesigner TM CompensationNavigator TM Compare Salaries to Market 43

44. Talent Management Made Easy Other Talking Points: Audits and The Law 44

45. Talent Management Made Easy Results - Male and Female Job Title Scatter 45

46. Talent Management Made Easy Remedy 46

47. Talent Management Made Easy Closing Q & A 47