1 / 26

Classification and Compensation Study - Enhancing Recruitment and Ensuring Fair Compensation in the Public Sector

This study aims to provide an up-to-date classification and compensation system, incorporating organizational changes and involving employees. It will enhance the recruitment process, provide objective job appraisals, career paths, and training opportunities, and ensure legal compliance and fair compensation.

allenmark
Download Presentation

Classification and Compensation Study - Enhancing Recruitment and Ensuring Fair Compensation in the Public Sector

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Mt. San Antonio College CLASSIFICATION AND COMPENSATION STUDY February 2012

  2. 95% 70% Public Sector Clients Class & Comp Studies ABOUT KOFF & ASSOCIATES, INC • 1984 • Full Spectrum HR • Cities, Counties, Special Districts, Others • Straightforward, Interactive, All-Inclusive

  3. WHY WE ARE HERE • Classification and Compensation Study • Snapshot in Time • Incorporate Organizational Changes • Involve Employees

  4. CLASSIFICATION STUDY

  5. PURPOSE OF A CLASS STUDY • Up-to-date & Current • Enhance Recruitment Process • Objective Appraisals • Career Paths • Training Opportunities • Ensure Legal Compliance • Fair Compensation System

  6. CLASS STUDY METHODOLOGY • Initial Meeting with Project Team • Orientation Meetings • PDQ Completion & Review • Employee & Supervisor Interviews • Draft Class Concepts • Classification Description Development • Employee and Supervisor Review • Finalization

  7. PROPOSED TIMELINE • PDQ Due to Supervisor by March 9, 2012 • PDQ Due to Department Head by March 16, 2012 • PDQ Due to K&A by March 23, 2012 • Employee, Supervisor, and Management Interviews – Week of April 2 OR 9, 2012 • Draft Class Descriptions Developed by June 30, 2012

  8. POSITION DESCRIPTION QUESTIONNAIRE

  9. COMPLETING THE PDQ • Not a Performance Evaluation • Classifications are General • During Work Hours (about 4 hours) • No Changes by Supervisor

  10. PDQ: SECTION 1.0 PURPOSE • Brief Summary • 2-3 Sentences • Overall Purpose of Position Example: Administrative Assistant Under general supervision, performs a variety of administrative, secretarial, and office assistance in support of management and departmental staff; provides assistance on a variety of assignments related to administration of budgets, contracts, research projects, and department programs; performs skilled word processing, data entry, and typing; provides information to the public and staff.

  11. PDQ: SECTION 2 ORGANIZATIONAL CONTEXT 2.1 – Immediate Supervisor Name & Title 2.2 – Staff Name and Title 2.3 – Work Decisions (within stated policies & procedures) 2.4 – Referred Decisions 2.5 – Review of Work (not performance review)

  12. PDQ: SECTIONS 3.0, 4.0, & 5.0 3.0 EQUIPMENT • Computer • Hand Tools • Power Tools • 4.0 CONTACTS • Internal & External • Not Supervisor • Not Co-workers • 5.0 BUDGET • Actual Amount • Expenditures & Revenues

  13. PDQ: SECTION 6.0 DESCRIPTION OF WORK • List Duties by Importance • Begin with Action Verbs • Time • Frequency • Importance

  14. EXAMPLE: ADMINISTRATIVE ASSISTANT

  15. PDQ: SECTIONS 6.1, 6.2, & 6.3 6.1 – FLSA • Exempt or Non-Exempt 6.2 – Complex or Difficult Duties 6.3 – Changes in Responsibilities

  16. PDQ: SECTIONS 7.0, 8.0, & 9.0 7.0 SENSORY DEMANDS 8.0 PHYSICAL DEMANDS 9.0 ENVIRONMENTAL CONDITIONS

  17. PDQ: SECTION 10 JOB REQUIREMENTS 10.1 – Skills, Knowledge, Education, & Experience • Current description • Specify changes 10.2 –Special Licenses/Certifications

  18. SUPERVISOR REVIEW • Last Page of PDQ • Not a Performance Evaluation • No Content Changes • Comments Only

  19. COMPENSATION STUDY

  20. SURVEY ELEMENTS Comparator Agencies Benchmark Classifications

  21. DATA COLLECTION • Job/Class Descriptions • MOU’s • Organizational Charts • Salary Information • Description-to-Description • 70% Match • Follow-Up ALL ANALYSES COMPLETED IN-HOUSE NO QUESTIONNAIRES

  22. TOP MONTHLY SPREADSHEET

  23. STATISTICAL CALCULATIONS Median • Midpoint • Not Skewed • Average • Arithmetic • Mean • Percentages • Above/Below

  24. INTERNAL RELATIONSHIPS • Lack of Data • Non-Surveyed Classifications • Whole-Position Analysis • Same class series • Scope of work • Organizational “worth” • Past internal relationships • Implementation & Strategy Development

  25. STAKEHOLDER TOUCH POINTS • Kick-Off & Orientations • Employee/Supervisor Interviews • Class Description Review • Final Classification Issues • Compensation Study Elements • Survey Results • Final Compensation Structure

  26. KOFF & ASSOCIATES, INC. 6400 Hollis Street, Suite 5 Emeryville, CA 94608 510/658-KOFF (5633) 510/652-KOFF (5633) www.KoffAssociates.com Human Resources Consulting Since 1984 THANK YOU! Questions Comments

More Related