1. COMPENSATION DESIGNING REASONS TO STAY

2. COMPENSATION DEFINED  money in payment for loss: an amount of money or something else given to pay for loss, damage, or work done  giving of compensation: the act of giving money or something else to pay for loss, damage, or work done  amends: something that makes amends or makes up for something else Bing Dictionary

3. COMPENSATION DEFINED Provides like pay for like jobs Zones Grades Minimum, top of hire, midpoint, maximum

4. PROS/CONS PROSCONS ConsistencyRegulatory GuidelinesLimits

5. PARTS OF COMPENSATION Job Design Job Analysis (Job Descriptions) Hiring (right) Determining Pay Follow-up Portions taken from Human Resource Management – Essential Perspectives, Mathis & Johnson, 2012.

6. JOB DESIGN Refers to organizing tasks, duties, responsibilities, and other elements into a product unit of work. Job design receives attention for three major reasons: Influences performance Affects job satisfaction Impacts physical and mental health For these reasons, person-job fit is an important concept of matching characteristics of people with characteristics of jobs.

7. JOB ANALYSIS Is a systematic way of gathering and analyzing information about the content, context, and human requirements of jobs. Job analysis is important for several reasons: HR planning, recruiting, and selection, setting pay rates EEO matters (EEO/ADA, Fitness for Duty) Pay, training, and performance appraisals (performance standards) Expectations, standards, goal setting Health/safety and employee/labor relations For these reasons, job analysis has grown in importance as the workforce and jobs have changed

8. DEVELOPING JOB DESCRIPTIONS TSA procedures: Position Description Questionaire (PDQ) HR Review HR Evaluation Includes: Essential Functions (mandatory) (percentage) (legal aspects) Non-essential Functions (marginal) (legal aspects) Physical Demands and Working Conditions (legal aspects) Minimum Education and Experience Requirements (legal aspects) Knowledge, Skills, and Abilities (KSA’s) (legal aspects)

9. JOB DESCRIPTIONS Consistency in titles across the organization Organizational relationships Primary duties and responsibilities Working conditions Education, experience, knowledge, skills, abilities, other certifications

10. FLSA CLASSIFICATIONS Exempt (salaried) / Non-exempt (hourly) Based on the POSITION, not the PERSON Determined by Federal regulations/requirements

11. HIRING (RIGHT) Vacancies/Ads should state essential job duties, minimum education and experience, and KSA’s needed. Minimum education and experience KSA’s Interviews In hiring, individuals should be selected based on how well they compare in these areas. We should ask ourselves, “Does this individual possess the qualifications needed to be successful at this job?” Warm bodies Corps members

12. DETERMINING PAY RATES Comparison with required education/experience/KSA’s Comparison of individuals with like jobs and like skills across location Consideration for TSA experience when that experience provides added benefit Flag Areas: Pay compression Protected classes

13. FOLLOW-UP Job descriptions should be kept up to date. WHY?  Duties change  Technology changes  People change  Legal Aspects

14. SHARING JOB DESCRIPTIONS

15. QUESTIONS Tasks Min Req KSA’s Physical Demands