1. Human Capital and Compensation Committee
March 22, 2017

2. Agenda Minutes – (Moved to Board Meeting) Action Item
High Out-of-Range Compensated Employees
Initiatives Update
Performance Feedback
Competencies
Affirmative Action Plan
2017 Employee Engagement Survey
Additional Items
Farm Credit Foundations
Pension Plan Review
Executive Session

3. Minutes

4. Minutes
Approval of the March 24, 2017 minutes of the Human Capital and Compensation Committee Meeting

5. Agenda Item: High Out-of-Range Compensated Employees

6. High Out-of-Range Compensated Employees
Last Name
First Name
Department
Title
Base Salary
2017 Raise %
Min
Mean
Max
Tenure
% Out of Published Band
$ Out of Published Band
Division Head
Bareiss
David
6242 Production Services
Software Engineer III
$ 126,588
0.0%
$ ,935
$ ,918
$ ,900 32 8%
$ ,688
D'Amario
Bethely
Linda
6262 Computer Operations
Computer Operator II (s)
$ 58,800
$ ,306
$ ,103
$ ,900 26 7%
$ ,900
Shinn
Dillon
Joseph
6261 Web-DB-Security
Information Security Engineer II
$ 105,000
$ ,300
$ ,900
$ ,500 1
17%
$ ,500
Duprey
Thomas
6252 CCOE
Customer Support Analyst I
$ 50,000
$ ,853
$ ,726
$ ,600
15%
$ ,400
Gran
6290 CSG
Business Systems Analyst I
$ 75,000
$ ,024
$ ,312
$ ,600
11%
$ ,400
Hoffman
Robert
6269 EmPower Web App Dev
Sr. Director, Chief Architect
$ 228,260
$ ,959
$ ,629
$ ,300 5
23%
$ ,960
Johnson
Vincent
Test Engineer II
$ 103,000
$ ,871
$ ,935
$ ,000 2
$ ,000
Kolensky
Richard
Manager, Production Services
$ 139,050
$ ,453
$ ,326
$ ,200 6
$ ,850
Marceau
Nicolle
$ 23,702
$ ,463
$ ,132
$ ,800 9%
$ ,902
Marseglia
Karen
6280 EmPower Web
Project Manager III
$ 170,000
$ ,935
$ ,268
$ ,600 14
38%
$ ,400
Paul
Software Engineer IV
$ 150,000
$ ,471
$ ,085
$ ,700 6%
$ ,300
Robinson
John
Business Systems Analyst IV
$ 161,000
$ ,618
$ ,309
$ ,000 33
45%
$ ,000
Smith
Gregory
Test Engineer III
$ 132,500
$ ,706
$ ,453
$ ,200
25%
$ ,300
Uhlenkott
Jeffrey
6260 Information Technology
Systems Administrator II 11
Underwood
Edward
$ 154,000 34
39%
$ ,000
Watson
Aaron
Customer Support Analyst II
$ 59,000
$ ,159
$ ,029
$ ,900 16
14%
$ ,100
Weaver
6210 Executive
Software Release Manager
$ 120,000
$ ,418
$ ,109
$ ,800 3%
$ ,200

7. Performance, Competencies, and Affirmative Action
Initiatives Update
Performance, Competencies, and Affirmative Action

8. Performance Feedback

9. 90.5% 84.5% Performance Feedback Fourth Quarter 2016
First Quarter 2017
84.5%
At FPI, performance feedback is a quarterly exercise between a supervisor and his/her staff
There are no hard ratings, and only four categories of topics to discuss

10. Competencies

11. What are Competencies?
A 'competency' is a universal designation for knowledge, ability, competence, skill and experience that manifests itself in the observable behavior of an individual who is successful at a given task
In actual usage, the words ‘competency’ and ‘skill’ are often used interchangeably
Knowledge of Organization, Local Area Network Knowledge, and Influencing are all examples of what Kenexa refers to as competencies

12. For What are Competencies used?
Selection
Ensuring that applicants are qualified for the positions they hold
Performance Management
Effectively managing people
Career Pathing
Employees developing skills needed for the future
Resource Planning
Project and process management planning tools
Succession
Ensure that FPI is structured for the future

13. FPI’s Competency Model
Purchase of IBM/Kenexa Competency Library
Not home grown
Over 800 individual competencies
Foundational
Technical – Information Technology
Technical – Other
Functional
Tools
Tried and true methodology and content
TalentGuard
TalentGuard serves the niche needs of competency management, career pathing, and succession planning
Utilizes the IBM competency library

14. TalentGuard’s Clients

15. FPI’s Competency Implementation Plan
Purchase of the chosen technical solution and library
April, 2017
Competency Selection:
Fundamental, leadership, and management
July 30, 2017
Functional
August 31, 2017
Technical and tools
Job Description and Competency Finalization
September 30, 2017

16. Affirmative Action Plan

17. Changes from 2016 to 2017 Fresh approach to the AAP
New Model
Compliant with the Office of Federal Contract Compliance
Using hard payroll data
As opposed to year-to-year analysis
Outsourced Analysis
Employers’ Association of Western Massachusetts

18. 2016 Results Recommendations from EAWM
Consider identifying the source of the applicant when collecting applicant information
Recruitment Sources – Need to diversify recruitment sources; including but not limited to incorporating Disabled and Veteran Recruiting Sources and more systematically use such sources in FPI’s outreach efforts

19. 2017 Action Plan Welcoming Environment Selection Process
Diversity committee
Internal culture
Selection Process
Diversity fairs
Journals and other news sources that target minority professionals
Direct outreach to FPI’s minority employees
Make FPI more recognizable in the community

20. 2017 FPI Engagement Survey

21. Engagement Study 196 (90.3%) Responses 53 Comments
Different employee survey from 2012 and 2014
Organization undergoing dramatic, rapid change
Org structure, compensation strategy
Product management and technology strategy
Focus on process and controls
New CEO, exec team, managers, and staff
Growth in customer base, product portfolio, number of employees
Concentrate on our customer’s business strategy
FPI 2.0
100% support of the FPI Board of Directors, new ACAs, and the FCA

22. 2017 FPI Employee Engagement Survey

23. Farm Credit Foundations

24. Pension Plan Review