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Staff Compensation Project

Staff Compensation Project Objective. Design and implement a staff compensation program that provides policies, procedures, systems and tools to support the fair and equitable administration of pay at the College. A successful program will:Establish and communicate a Total Compensation Philosoph

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Staff Compensation Project

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    1. Staff Compensation Project

    2. Staff Compensation Project Objective Design and implement a staff compensation program that provides policies, procedures, systems and tools to support the fair and equitable administration of pay at the College. A successful program will: Establish and communicate a Total Compensation Philosophy for Saint Michael’s College Design and deliver the key components of the compensation program Measure results, assess performance and educate our employees

    3. Staff Compensation Project Why this project and why now? Outdated and incomplete job documentation No pay structure exists (established and published pay grades) No active job evaluation system exists (to determine grade levels etc) Lack of understanding of how pay decisions are made Consider the mix of Total Compensation (role of benefits) Inconsistent individual/team performance evaluation Compensation administration guidelines are non-existent There is a need to improve communication Manager/supervisor education Merit compensation initiative

    4. Staff Compensation Project Team Tara Arcury, Executive Assistant to the Dean of the College David Cutler, Director, Facilities Brendan Kinney, Director for Advancement Services Geri Knortz, Athletic Director Billie Miles, Director, Information Technology Michael New, Vice President, Human Resources Stephanie Noakes, Receptionist, Admission Office Ingrid Peterson, Assistant Director for Career Development Elizabeth Pickard, Senior Staff Accountant Joanne Schneider, Director, Library Tina Tenney, Associate Director, HR for Compensation and Benefits

    5. Staff Compensation Project Key Deliverables Communication Plan Inventory of Direct Compensation Programs Job Descriptions Fair Labor Standards Act Compliance Base Pay Structure Job Evaluation Program Performance Management System Merit Compensation Program Written Policies/Guidelines Management/Supervisory training

    6. Staff Compensation Project Next Steps Meetings with different staff groups to review purpose of project Cabinet review of project Discussion and feedback on Staff Compensation Philosophy statement Communication Plan implemented Project Plan finalized

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