1. Title and Total Compensation Study
8:00-8:30
Update for UWSP September, 2017

2. Goals for Today’s Forum
Provide an overview of the structure of the study
Provide an overview of the timeline of the study
Provide detail of the current phase of the study

3. Current vs. Future State
Current State
Future State
Titles and functional groupings are outdated.
Titles and functional groupings reflect work performed today.
Over 1,800 job titles exist. Some job titles have many incumbents performing very different work.
Job titles provide a basis for grouping positions performing similar work.
Career frameworks are different across employee categories including career paths and requirements for progression that are not always clear.
Clearly defined career framework (spanning across all staff categories) providing helpful guidance to employees and managers.
Salary structures not based on relevant or updated market data.
Market-informed salary structures in place for university staff, academic staff, limited appointee, and graduate student positions which help to attract and retain the best and brightest talent. 6

4. Governance & Decision Making
Executive Sponsors
Project Planning Team
UW-MSN Project Leadership
SMEs
Stakeholders
Work Teams
Advisory Council
UWS Steering Committee
Institution SMEs
Institution Stakeholders
Institution Project Teams
10:30-10:40

5. Major Components of the Study
Define and confirm compensation philosophy
Assess positions and develop new job title structure
Market analysis of compensation, benefits and work-life offerings
Develop New Compensation Structure
Develop Career Lattices
Implementation and Follow-up Reviews 7

6. What the Study is NOT…
An equity study
A reduction-in-force
A pay plan

7. Stakeholder Groups Roles and Responsibilities
Board of Regents
Champion, oversight
Executive Sponsors
Champion, oversight, decision-maker
Advisory Council Co-Chairs
Co-lead and ensure Advisory Council maintains focus on charge
Advisory Council
Communicate, endorse, advocate and monitor
Project Leads/Project Team
Communicate, lead and manage project work
Shared Governance Groups
Communicate, support and provide feedback
HR Directors, staff and administrators
Communicate, educate, support, guide, perform administrative work at institution level
Institution stakeholders
Communicate, provide feedback
See website for more detail

8. Project Implementation: Hybrid approach to accomplish the work (Internal Subject Matter Experts and External Vendor)
Leverage expertise and vendor experience with similarly situated systems and institutions
Cost-effective and efficient use of resources
Leverage talent and expertise of internal subject matter experts
Emphasize communication, clarity and transparency
Employ effective change management techniques 10

9. TTCS Phases We are here! Parallel Process Nearing Completion
I. Design and Study Strategy (Spring-Summer 2017)
II. Assess Positions and Modernize Job Title Structure
III. Create Compensation Structure (Spring 2018)
IV. Review Benefits / Work-life and Leave Structures
V. Implement New Structures (Fall Spring 2019)
Review data
Develop project plan
Stakeholder interviews and focus groups
Compensation philosophy guiding principles
Preliminary communication and change mgmt strategy
Job framework
Map positions to the job/titling framework
Create/update job descriptions
Stakeholder briefings
Analysis of compensation
Salary structure
Preliminary cost analysis
Salary administration guidelines
FLSA Review
Stakeholder briefings
Analysis of benefits and work/life and leave structures
Gap analysis and recommend solutions
Presentation to stakeholders
Finalize program based on stakeholder feedback
Finalize communication and change strategy
Deliver targeted communications
Training for ongoing program administration
8:35-8:45
Review of the six phases.
We are here!
Parallel Process
Nearing Completion

12. (Reports up to UW System)
Mercer Resources
UW System
Project Structure
CHRO/HR Directors
TTC Study
Subject Matter
Workgroups
(Reports up to UW System)
UW System Institution
Project Teams

13. TTCS – Phase 2
8:35-8:45
Where we are right now…

14. Job Framework Components Career Paths Job Families and Sub-Families
Levels
Level Descriptors
8:45 – 9:00

15. Job Families/Sub-Families
Job Family – a group of jobs involving similar types of work and requiring similar training, skills, knowledge, and expertise.  (Currently 22 Job Families Proposed)
Sub-Family – a sub-set of a job family that describes a specialized area.
9:00-9:50
10 min break 9:50-10:00

16. U T I L I Z I N G T H E J O B F R A M E W O R K
S U P P O R T S M U L T I P L E
I M P O R T A N T
A C T I V I T I E S
– Illustrative–
Job Descriptions/
Job Classifications
Career Streams and Job Levels
Broadly describe the nature of the
roles at UW
Describe incremental changes in job scope and responsibilities
Recruiting /
Selection
Performance Management
Job Framework
JOB FAMILY
SUB-FAMILY
CAREER Path
JOB LEVEL
Talent, Career, and Succession Planning
Academic Services
Data and Digital Library Services
Financial
Manager
Level
Compensation Management
Organizational Contributor
Administration
Health Services
Collections and Library Services
Level
Advancement
Human Resources
Research, Outreach & Teaching
Level
Arts
Information Technology
Museum Collections &
Level
Exhibits
Athletics/ Recreational Sports
Communications and Marketing
Instruction
Museum Conservation
Level
Libraries and Museums
Library and Museum Archives
Level
Community & Public Education
Research and Diagnostics
Level
Compliance, Legal & Protection
Research Administration
Level
Executive Leadership
Sales and Hospitality
Facilities and Capital Planning
Student Services
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17. J O B F R A M E W O R K D E S I G N E L E M E N T S
1 . J O B F A M I L Y S T R U C T U R E
Job families are groups of jobs involving work of the same nature and a similar skill set, and are distinct from departments. Examples of job families include Academic Services, Health Services, Finance, Human Resources, IT, Facilities, and Advancement
Sub-families are more specific sub-sets within job families. Examples include Campus Police
(within Compliance), and Alumni Relations (within Advancement)
Joe Programmer works in the Library
Sally Programmer works in the Finance Office
Kelly Programmer works in the IT Department
Joe, Sally and Kelly are all in the “Information Technology” job family despite working in different schools/departments at the institution

18. Job Framework Design Elements 2. Career Paths
– Illustrative–
Organizational Contributor Manager
Mgr VIII
OVERVIEW
2 career paths
Provides distinction between Organizational Contributor and Manager tracks
8 job levels per career path as starting point
Mgr VII
Mgr VI
OC VIII
OC VII OC VI OC V
OC IV
OC III
OC II OC I
Mgr V
Mgr IV
Mgr III
Mgr II
Mgr I

19. Levels & Work Dimensions
Level: Represents the hierarchical position of a job within a career path and is used to differentiate jobs based on predefined criteria
Level Descriptors: Defines the characteristics of each level and articulates the increasing responsibilities and requirements of the job. Definitions for each level is consistent across job families
Work Dimensions: Organizational Impact and Complexity, Leadership and Talent Management, Knowledge and Experience
10:00-10:30

20. Levels & Work Dimensions
Current AS/LI Structure – When we determine a level, these are the factors we review, currently and going forward:
Education and Training = Knowledge and Experience
Experience = Knowledge and Experience
Complexity of work = Organizational Impact and Complexity
Responsibility = Organizational Impact and Complexity
Personal Interaction = Organizational Impact and Complexity
Supervision = Leadership and Talent Management
Working conditions = Organizational Impact and Complexity
Elements of determining job titles and levels, currently for AS and LI

21. JOB FRAMEWORK DESIGN E L E M E N T S J O B L E V E L DESCRIPTORS
– Illustrative– First three levels of Organizational Contributor Job Level Descriptors
Sample Level Descriptor
Overview
Organizational Impact and Complexity
Independence / Supervision
Knowledge and Experience
OC3
Seasoned
Contributor
Works under moderate
supervision.
Problems faced are varied but generally within the scope of
the job’s authority; policies and
practices guide resolution
Work impacts team and
potentially departments.
Executes day-to-day operational plans.
Participates in projects, programs, or systems’ needs.
Works under general
Post high school degree
or training required; Bachelor's degree preferred.
OC2
Experienced
Problems are typically routine but may at times require interpretation. Deviation from standard procedures requires supervisory approval.
Impact limited to own job
or work unit.
Issues are routine; solutions achieved through following established activities and processes.
Works under close
supervision following specific instruction.
High school diploma or
equivalent required.
Relevant experience and/or basic knowledge of job-related standards and processes preferred.
OC1
Entry
Work is routine or follows
standard procedures.
Work is closely supervised.
Problems faced are routine
with clearly defined solutions.
Issues are routine and solutions are clearly prescribed.
General work
experience preferred.
High school diploma or equivalent required.

22. Benefit Valuation Analysis (BVA)
Total Compensation:
[Direct] Pay + [Indirect] Benefits
BVA defined:
A customized benchmarking report that analyzes how benefit plans compare to a chosen peer group.
Findings contain information on major employee benefit plan types including retirement/savings, health/group and time loss benefits.
11:40-11:55
Lunch break 11:55-12:25

24. For the BVA, Mercer will collect the following elements
for the various employee groups:

25. Institution Project Teams
Each UWS institution has put together a TTC Project Team to review and provide feedback on study methodologies, project outcomes, and feedback. The committee is also responsible for communication to their prospective institution, creating subject matter workgroups, and collecting and responding to questions and concerns. UW-Stevens Point TTC Project Team:
Pam Dollard, Chief Human Resources and Affirmative Action Officer
Katie Jore, Associate Vice Chancellor of Personnel, Budget, and Grants
The following Human Resources and Affirmative Action members:
Morgan Anderson
Tom Bertram
Anna Golackson
Lisa Nelson
Tina Rajski
Lisa Schaufenbuel
Colleen Sentkowski
Jenny Resch
Nanci Simon
Meets biweekly

26. Monthly communique with Chancellors
Engagement Activities – Institutions are required to report their activities monthly –
Monthly communique with Chancellors
Weekly teleconferences with institution HR Directors
Institution Title and Total Compensation Project Teams
Institution communication plans being developed
Website updates
2626

27. Current Communication Steps - UWSP:
Sept. 6, 2017 – Common Council Update
Sept. 7, 2017 – University Staff Council Update
Sept. 21, 2017 – University Staff Council (further discussion)
Sept. 22, 2017 – Open Forum
Sept. 26, 2017 – Open Forum
Oct. 2, 2017 – Academic Staff Council Update

28. Chief Human Resources and Affirmative Action Officer 715-346-3975
Pam Dollard
Chief Human Resources and Affirmative Action Officer
UWSP Project Website:
UW System Project Website:
THANK YOU!