0. OHIO UNIVERSITY COMPENSATION PROJECT 2014
Project Update
Jan Myers
Director of Compensation .
February 18, 2014

1. Agenda Project Timeline Introduction of Proposed Program Model
Example Documents

2. Project Timeline

3. Compensation 2014 Project Overview
January 2014
March 2014
April 2014
Job Mapping
Share job framework and mapping with subject matter experts to gain input
Job Framework
Salary Structure Design
Market Benchmarking
Review position questionnaires
Identify job families and sub- families
Develop a job framework and classify positions
Develop job documentation
Develop market referenced salary structure and pay guidelines
Assign all jobs to the structure
Determine alignment of current pay to the new structure and program guidelines
Identify comparison markets and benchmark jobs
Match benchmark jobs to surveys and analyze market

4. Compensation 2014 Project Overview
June 2014
August 2014
November 2014
FLSA Analysis
EEO Analysis
Roll Out and Implementation
Conduct general content interviews
Review and analyze job data
Legal Research
Recommendations
Regression modeling
Calculate cost estimates
Identify drives of pay, segmentation used for modeling and areas of concern and policy recommendations
Develop salary administration manual
Update related Ohio Policies
Provide supervisor training and employee communication
Oracle Implementation

5. New Compensation Framework

6. Glossary of Terms Term Definition Job Family
A group of jobs involving similar types of work and requiring similar training, skills, knowledge, and expertise. The job family concept helps organize related jobs for purposes of pay, career progression and performance management
Examples:
Human Resources; Information Technology; Library Services
Sub-Family
A sub-set of a job family, usually more specialized in nature
Examples
Compensation, Benefits (sub-families within Human Resources)
Help Desk, Systems Analysis (sub-families within Information Technology)
Collections, Archives (sub-families within Library Services)
Career Track
A progression that describes the nature of work being performed. Three Career Tracks have been defined for OU:
Technical & Administrative Support
Individual Contributor
Management
Level Guides
Descriptions of level requirements and responsibilities within the 3 Career Tracks; Career Track Level Guides describe the general leveling of jobs within each track throughout the University
Job Family Grid
Descriptions of the levels of work being performed within a job family and across the relevant career tracks

7. University-wide framework for consistent leveling of positions
Job Framework Overview Organizes Jobs as Foundation for Pay and Career Progression
University-wide framework for consistent leveling of positions
Leveling includes managerial, individual contributor, and technical & administrative support career tracks that articulate meaningful differences in roles, impact and requirements.
Descriptive progressions are provided for functionally-based job families. These progressions describe broad accountabilities and requirements.
Sub-families identify specific career paths and serve as a foundation for market pricing positions.

8. Proposed Job Families and Representative Sub-Families
Job Family
Sub-Families
Academic and Program Management
Program Management, Academic Administration
Academic Services
Advising, Career Counseling
Administrative Management
Administrative Services
Administrative Support
Athletics
Coaching, Training and Conditioning, Equipment Management
Auxiliary Services
Transportation Services, Food Services, Bookstore, Mail Services, Print Services
Communications and Marketing
Multi-media, General, Public Relations, Visual, Written
Development and Institutional Advancement
Development, Fundraising, Corporate and Foundations, Alumni Affairs, Events Planning, Donor Research
Educational Services
Early Childhood Education, Professional Development
Engineering & Architecture
R&D Engineering, Planning, Design & Construction
Enrollment Services
Admissions, Financial Aid, Registrar
Environmental Safety and Police Services
Campus Police, Transportation, Parking, Environmental Safety, Sustainability and Recycling
Event Services

9. Proposed Job Families and Representative Sub-Families (continued)
Job Family
Sub-Families
Facilities
Maintenance, Custodial, Landscaping & Grounds
Finance and Business
Accounting, Budgeting, Procurement, Payroll, Risk Management, Business Analysis, Institutional Research, Administrative Management
Fine and Performing Arts
Exhibits, Theatre
Health Services
Counseling, Wellness, Health Education, Psychology, Nursing
Human Resources
Benefits, Compensation, Employee/Labor Relations, Employment, Organizational Development, Generalists, HRIS/Records
Information Technology
Help Desk, Infrastructure, Security, Database Administration, Business Analysis, Systems Analysis, Web Services, Instructional Technology
Legal and Compliance
Legal, Audit, Ombudsman, Compliance
Library and Museums
Collections, Access, Archives, Library Information Services, Museum Operations
Media Production
TV/Radio/Video Production
Records Management
Research Administration
Grants & Contract Administration, Technology Transfer, Compliance & Research Program Administration
Research and Labs
Field Research, Lab Research, Lab Support, Animal Care
Student Affairs
Student Life & Development, Diversity, Accessibility Services, Recreation, Housing

10. Subject Matter Expert Role
Primary role
Represent functional area and provide feedback regarding the applicability of Compensation 2014 Project (COMP 2014) across the University
Provide assistance to the project when required
Provide input regarding differences of opinion and approach
Provide feedback and input on project deliverables
Job Family Grids

11. Job Framework Overview Example categories in a job framework
Illustrative
Job
Framework
JOB FAMILY
Academic Services
Human Resources
Information Technology
SUB -
FAMILY
Benefits
Compensation
Generalists
EE/Labor Relations
Employment
Health and Safety
Organizational Development
HRIS/Records
CAREER TRACK
Management (M)
Individual Contributor (IC)
CAREER LEVEL
Individual Contributor V
Ind. Cr V
Individual Contributor IV
Individual Contributor III
Individual Contributor II
Entry (IC1)
family, career stream and career level
Facilities
Legal and Compliance
Library and Museums
Technical and Administrative Support (TAS)
Finance and Business
Individual Contributor I
Research and Labs
Student Affairs
Athletics

12. Job Framework Overview Provides consistency across the University
Illustrative
Career
Tracks
Technical & Administrative Support (TAS)
Individual Contributor (IC)
IC5
Management (M) M3 M2 M4 M5
Broadly describes the nature of the roles at the University
Career
Levels
IC4
IC3
Describes incremental changes in job scope and responsibilities
TAS4
IC2 M1
TAS3
IC1
TAS2
TAS1

13. Job Framework Overview The job framework informs pay structures
Pay Linkages
Illustrative
Technical &
Administrative
Support
Individual
Contributor
Management
Base Pay Structure(s) A M5 B
IC5 M4 C
IC4 M3 D
IC3 M2 E
Job Family/ Sub-family
TAS4
IC2 M1 F
TAS3
IC1 G H
TAS2 I
TAS1 J K