1. LUHR Compensation
Program

2. The Journey HR 1.0 HR 2.0 Strategic plan theme three Optimal employees
Optimal performance

3. History Developed job descriptions
Established pay structure with a market data emphasis
Refined performance management process
Developed merit/equity matrix
Job descriptions are the foundation for evaluating a job. They consist of 3 elements including:
General nature of the work (duties and responsibility)
Level of work performed (skill, effort, responsibility, and working conditions)
Specifications for the job (characteristics required for competent performance)
Role of job descriptions:
Develop job worth hierarchy (outlines where each job fits, relative to other jobs)
Identify performance standards
Match salary survey exchanges for market pricing
Legal defenses (FLSA)
Selection/recruitment
Succession planning or establishment of career paths
CBIZ – External consultant with experience in higher education markets
Built a pay structure
Management tool that reflects the collection and organization of internal and external compensation data
Consists of a series of pay ranges
Place jobs within pay grades using a market-based approach
University specific data from CUPA-HR suite of surveys
Database that combines multiple salary surveys within the labor markets for which the university hires its employees
Developed evidence based evaluation software
Measure how employees are performing in consideration of expectations set forward in the job description
Merit/Equity Matrix
Ties in performance (merit) and position in range (equity)

4. Progression 2016 to present
Total distributed raise funds: $3,030,276.74
Below minimum adjustments: $723,919.21

5. Range Segment Distribution
Strategic Plan (3YRS)
1: Below Minimum
22.02%
8.68%
0.00%
2: Minimum to Mid-Mid
25.78%
31.61%
37.79%
12.30%
3: Mid-Mid to Midpoint
25.91%
27.46%
31.16%
35.04%
4: Midpoint to Mid-Max
16.32%
19.43%
16.55%
27.74%
5: Mid-Max to Maximum
5.18%
7.12%
10.05%
22.00%
6: Above Maximum
4.79%
5.70%
4.45%
2.92%
Highlighted rows represent where the majority of employees should ideally fall
Strategic plan estimation upon implementation

6. 2017-2018 Segment Distribution
Range Segment
Staff
Faculty
Total
1: Below Minimum
0.00%
2: Minimum to Mid-Mid
42.43%
27.64%
37.79%
3: Mid-Mid to Midpoint
26.79%
40.73%
31.16%
4: Midpoint to Mid-Max
13.98%
22.18%
16.55%
5: Mid-Max to Maximum
11.15%
7.64%
10.05%
6: Above Maximum
5.66%
1.82%
4.45%

7. Base Pay Structure

8. C 9 - 7 Base Pay Structure Represents the faculty pay structure
Represents the number of months worked per year
Represents the assigned grade based on rank and discipline

9. Merit/Equity Matrix Pay for Performance
Consideration for performance and position in range
Causes the rates for employees with the same performance to converge on a target quartile or point (based on the salary range)
Employees who are further from the target point are moved more quickly, and employees near the target point are slowed down
Representative of the learning curve – employees learn the most on the first year in the job.

10. Conclusion…