Presentation to FMI Campus Compensation & Benefits Study

1. College of Micronesia-FSM Presentation to FMI Campus Compensation & Benefits Study Results of Stages One & TwoSeptember 2010

2. Background Overview

3. Background Overview COM’s current compensation model has four classifications of employees : Classified, Professional, Management and Faculty. Since their adoption in 1996 the classifications have not been adjusted to reflect appropriate labor markets and relevant economic standards.

4. Background Overview In brief, the study is to address the following areas: a) accurate classifications and compensation b) sustainable and competitive pay schedules c) incentive program(s) linking directly to pay schedules d) investigate duplicate and nonessential services

5. Project Overview

6. Project Overview Stage 1 : Internal Analysis (including Streamlining Committee Results / Instructional Master Plan) Stage 2 : External Analysis Stage 3 : Implementation Supp. Projects : Performance Management

7. Stage One : Internal Analysis a) Current Compensation b) Job Evaluation c) Regression Analysis (Internal) d) Job Audit / Streamlining Results

8. a) Current Compensation

9. a) Current Compensation Budget - F/Y10 $ %

10. a) Current Compensation Departments - as at 4/7/10 $ %

11. a) Current Compensation Campuses - as at 4/7/10 $ %

12. a) Current Compensation Special Service Contracts $

13. a) Current Compensation Special Service Contracts $

14. a) Current Compensation Special Service Contracts $

15. a) Current Compensation Special Service Contracts $

16. a) Current Compensation Special Service Contracts $

17. a) Current Compensation Special Service Contracts $ %

18. b) Job Evaluation

19. b) Job Evaluation Job evaluation is a process that re-examines the internal equity of all positions based on job size

20. b) Job Evaluation It achieves this by assessing the ‘job size’ of individual positions within an organization using a number of measurement factors

21. b) Job Evaluation Each factor provides a point value with their sum representing the total “points” value of the job

22. b) Job Evaluation Criteria • Education • Experience • Complexity • Scope of Work • Problem Solving • Supervision Received • Work Environment • Physical Demands • Authority Exercised • Results of Decisions • Contacts • Sup. & Man. Resp.

23. b) Job Evaluation Results 147 Positions Evaluated

24. b) Job Evaluation Results Job Evaluation Points 1600 -198 - Range MaxRange Min 638 -589 - AverageMedian

25. c) Regression Analysis

26. c) Regression Analysis Company Regression Analysis (Base Salary) Exponential Regressione.g. Position X = 450 JE points

27. c) Regression Analysis Company Regression Analysis (Base Salary) Exponential Regressione.g. Position X = 450 JE points Plot the base salary of all employees with the job title of Position Xagainst 450 JE points

28. c) Regression Analysis Company Regression Analysis (Base Salary) Exponential Regressione.g. Position X = 450 JE points Plot the base salary of all employees with the job title of Position Xagainst 450 JE points

29. c) Regression Analysis COM-FSM

30. Regression Analysis COM-FSM

31. Regression Analysis CRE Instructional Affairs Administration Services Student Services

32. Regression Analysis National Campus Kosrae Campus Chuuk Campus Yap Campus FMI Campus Pohnpei Campus

33. Regression Analysis Information Technology Dev. & Comm. Relations Accounting IRPO Human Resources Maintenance Bookstore Food Services

34. Regression Analysis Agriculture Hotel Management Education Maths & Science LRC Academic Programs Social Science Business Vocational Education Language & Literature

35. Regression Analysis Student Life Dispensary (Plots Only) FAO Counseling ARO Sports & Recreation SSSP Peer Counseling

36. d) Job Audit / Streamlining Results This stage also provided the ideal opportunity to collectively review the organizational structure of the College.

37. d) Job Audit / Streamlining Results The focus here was : a) to investigate duplicate and non-essential services b) to integrate results with the work being undertaken by the College’s Streamlining Committee

38. d) Job Audit Results Key issues that need to be addressed : a) Stakeholder Management b) Optimization of Regional Campuses c) Centralization of Supp. Services (where possible) d) Master Plan(s) c.f. Instructional Programs e) Cost Reduction / Management f) Performance Management

39. Management Structure Current President Exec. Director Land Grant Vice President Administration Vice President Stud. Services Vice President Inst. Affairs Vice President CRE

40. Management Structure Current President Exec. Director Land Grant Vice President Administration Vice President Stud. Services Vice President Inst. Affairs Vice President CRE Campus Director Pohnpei Campus Director Chuuk Campus Director Kosrae Campus Director Yap Campus Director FMI

41. Management Structure Current President Exec. Director Land Grant Vice President Administration Vice President Stud. Services Vice President Inst. Affairs Vice President CRE Inst. Co-ord. S.S. Co-ord. CRE Co-ord. Campus Director Pohnpei Campus Director Chuuk Campus Director Kosrae Campus Director Yap Campus Director FMI Programs & Supp. Services Programs & Supp. Services Programs & Supp. Services Programs & Supp. Services Programs & Supp. Services

42. Management Structure Proposed President Exec. Director Land Grant Vice President Administration Vice President Stud. Services Vice President Inst. Affairs Vice President CRE Ext. C. Director Pohnpei Ext. C. Director Chuuk Ext. C. Director Kosrae Ext. C. Director Yap Ext. C. Director FMI ?

43. Management Structure Proposed President Exec. Director Land Grant Vice President Administration Vice President Stud. Services Vice President Inst. Affairs Vice President CRE Inst. Co-ord. Nat. Directors Nat. Directors CRE Co-ord. Ext. C. Director Pohnpei Ext. C. Director Chuuk Ext. C. Director Kosrae Ext. C. Director Yap Ext. C. Director FMI ? Programs & Supp. Services Programs & Supp. Services Programs & Supp. Services Programs & Supp. Services Programs & Supp. Services

44. FMI Extension Center

45. FMI Extension Center 1. What are the current FSM goals and objectives in Fisheries development? 2. Recertification as required buy STCW 95 3. FSM goals and objectives in training maritime and fisheries personnel 4. How much are you willing to pay per student? 5. FMI facilities to prepare for the Guam build-up? 6. What is the role of the FSM National Government in recruiting and job placement? 7. What are other options for this type of training? Outsourcing to other institutions or partnership with other maritime schools.

46. Summary of Key Issues a) Stakeholder Management b) Optimization of Regional Campuses c) Centralization of Supp. Services (where possible) d) Master Plan(s) c.f. Instructional Programs e) Cost Reduction / Management f) Performance Management

47. Stakeholder Management - closer relationships / improved communication - increased confidence in COM-FSM - development of partnership(s) c.f. industry - collective needs assessment /continuous improvement - business development / vocational awareness / education - greater student focus / preparation / opportunities / jobs

48. Extension Centers - improved operational efficiency - wider curriculum (academic / voc. programs) - increased enrollment / increased revenue - centralized support services (where possible) - optimization of infrastructure / resources

49. Centralized Support Services - improved operational efficiency - optimization of resources - consistency of service delivery (current) - coordinated development of new services - timely procurement / delivery of resource materials (special focus)

50. Master Plan(s) (in particular Instructional Master Plan) - Instructional / Information Tech. / Infrastructure - integrated approach to program development / delivery - balanced mix of quality academic and voc. programs - collective needs assessment /continuous improvement - enhanced program evaluation / assessment / delivery - improved performance management (faculty)