0. Position Classification and Salary Plan 2016
Jefferson College
Position Classification and Salary Plan
2016
Title Slide 1b
- Sneak peek at an alternate accent color
Jim Fox
April 2016

1. Who We Are
Who We Are
Gallagher Benefit Services, Inc. with offices throughout the United States including 30 years of nationwide experience
Understanding of higher education environment
Practical and realistic solutions for higher education HR issues including:
Compensation & Benefits
Classification
Job Evaluation
Performance Management
Organization Development
Experience in both union and non-union environments
Documented
Experience
© 2014 GALLAGHER BENEFIT SERVICES, INC.

2. Public Sector Practice Focus
Nationwide, more than:
340 colleges and universities
Examples of recent clients Include:
Moraine Valley Community College, IL
Metropolitan Community Colleges, MO
Rowan-Cabarrus Community College, NC
Central Piedmont Community College, NC
Maricopa County Community College, AZ
Morton College, IL
Joliet Jr. College, IL
Palm Beach State College, FL
© 2014 GALLAGHER BENEFIT SERVICES, INC.

3. Project Director Leads Practice 30 Years Experience Teaches
Technical Advisor
Project Director
James C. Fox, Ph.D., IPMA-CP
Managing Director of the Firm
Responsible for All Deliverables
Leads Practice
Directed more than 300 similar projects
Served as Public Sector Compensation Director for Ernst & Young
30 Years Experience
Broad banding, Performance Management, and Skill-based Pay
Teaches
© 2014 GALLAGHER BENEFIT SERVICES, INC.

4. Mike Verdoorn, MA-HR, CCP, IPMA-CP
Team Consultants
Lead Consultants
Mike Verdoorn, MA-HR, CCP, IPMA-CP
10 Years Compensation Experience
Prior – U of Minnesota Comp Analyst
Senior Consultant
Quyang Pan, MA-HR
3 Years Compensation Experience
Prior – Marathon County, Alcorn State University, Des Moines Public Schools
Consulting Associate
© 2014 GALLAGHER BENEFIT SERVICES, INC.

5. Team Consultants Lead Consultants Consulting Associate
August Zhu, MA-HR
2 Years Consulting Experience
Colorado State University-Pueblo
Consulting Associate
© 2014 GALLAGHER BENEFIT SERVICES, INC.

6. Project Phase I Tasks & Deliverables
Why a Compensation Study?
What are we trying to address?
Review duties and responsibilities of all jobs
Evaluate (verify) internal value relationships
Collect market compensation data on benchmark jobs from private and public peer institutions and organizations
Develop a new or revised compensation system that is competitive and internally equitable
Identify costs to implement
© 2014 GALLAGHER BENEFIT SERVICES, INC.

7. Project Phase I Tasks & Deliverables
What Job Groups Will be Studied?
All 250 staff employees
All 100 full time faculty
© 2014 GALLAGHER BENEFIT SERVICES, INC.

8. What This Effort IS The purpose is to ensure that:
Your job (staff) is classified appropriately (the right grade)
Faculty are paid appropriate to education, experience and technical knowledge
Pay and benefits is competitive and fairly structured
The College has policies and procedures to keep the system up-to-date and fair
Pay and benefits in the future, are based on fair and documented information
The College has a compensation system that is easy to understand and administer

9. What this Study is NOT It is NOT a staffing needs study.
It is NOT an organizational structure study.
It is NOT a strategy designed to cut costs.
It is NOT a strategy to eliminate positions.
It is NOT a strategy to reduce pay.
It will NOT change the faculty promotion system.
It will NOT introduce a performance based pay system.

10. Study Phases Compensation Strategy
Faculty jobs will be looked at first
Staff jobs will be looked at second
Each “group” will have a Steering Committee/Task Force
Salary History and Job Understanding
Market Analysis Study
Final Report

11. 1. Compensation Strategy
Meet with employees and leadership team
Review current systems
Understand issues and needs
Understand/clarify the College’s compensation strategy

12. 2. Salary History Review and Job Review
Employees (staff only) fill out position description questionnaires (PDQ)
Clarify job description information and organizational structure
Validate internal equity of jobs
Faculty rank/level review
Review of salary increases for promotion in rank

13. 3. Market Analysis To identify competitive pay and benefit levels
Identify jobs to survey
Identify peer’s to survey (CUPA-HR), custom survey
Collect and verify salary and benefits data
Compare to current pay and benefits
Develop/update compensation system and pay schedules
Develop transition plans and costs
College review of implementation plans

14. 4. Final Report Market data findings Pay recommendations
Transition plan
Presentation to College Administrative Team

15. Project Schedule Study Schedule PHASE DESCRIPTION MONTH I1 2 3 4 5 6 I
Compensation Strategy II
Salary History and Job Review
- Faculty Salaries
- Staff Salaries
III
Market Analysis IV
Project Finalization
© 2014 GALLAGHER BENEFIT SERVICES, INC.

16. Final Results The Study outcome is based on: Pay strategy
Our experience in understanding your job
The market data collected
College’s decisions

17. Questions or Concerns Contact: Tasha Welsh twelsh@jeffco.edu
Jim Fox
(Confidential)

18. Any Questions?

19. Thank You Jim Fox | Managing Director Higher Education Practice
Gallagher Benefit Services, Inc.
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