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The Catholic University of America

The Catholic University of America. Staff Compensation Study Town Hall Meeting February 12, 2003. Meeting Agenda. What is a the Goal of this Project? Why is a Compensation Program needed at CUA? How will a Compensation Program be Implemented?

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The Catholic University of America

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  1. The Catholic University of America Staff Compensation Study Town Hall Meeting February 12, 2003

  2. Meeting Agenda • What is a the Goal of this Project? • Why is a Compensation Program needed at CUA? • How will a Compensation Program be Implemented? • Who will Benefit from the Compensation Program?

  3. Project Goal “Establish a Fair and Equitable Compensation Structure for Staff that Will Assist The Catholic University of America Maintain an Exemplary Workforce Dedicated to Excellence in Teaching and Research.”

  4. Importance of a Compensation Program • Strategic Plan Contains Three Pillars Dedicated to Excellence in: • Catholic Higher Education • Graduate Research • Teaching and Learning • By Recruiting, Hiring and Retaining Outstanding Employees, the University Can Achieve Such Excellence • A Fair and Consistent Compensation Structure is a Critical Component in Our Ability to Maintain an Exemplary Workforce

  5. What Is A Compensation Program? • Salaries Must Be Based on a Consistent Analysis of Job Responsibilities: • Internal Factors • How Closely the Job Relates to the University’s Mission • The Difficulty of the Job • Education Requirements • Experience Requirements

  6. External Factors • Relevant Labor Market Trends • Salary Surveys • Jobs Are Provided Salary Ranges With Defined Minimum and Maximum Pays • Salary Structure Is Fair, Consistent Across Departments and Financially Feasible • The University’s Compensation Structure Will be Consistent with its Equal Employment Opportunity\Affirmative Action Program

  7. Why Do We Need A Compensation Program? • The University’s Success is Dependent on You • Employees Need to be Rewarded for the Important Roles They Play in Achieving CUA’s Goals • Employees Must be Compensated Fairly and Consistently Across All Units of the University

  8. Implementation Plan • Hired Mercer to Provide Consultation Advice • Develop an Institutional Compensation Philosophy • Clarify Responsibilities, Duties, Knowledge, Skills and Abilities Required for Each Staff Job • Meet With Managers • Managers and Employees Complete Job Survey • Analyze External Market Data • Test Alternative Compensation Models • Recommend a Compensation Program to the President’s Council

  9. Project Team Team Carefully Selected to Represent All Divisions: • Charles Mann, Associate VP for Business Services • Barbara Coughlin, Director of Human Resources • Kathryn Bender, Associate General Counsel • Paula Blackwell, Assist. Dir. of Budget – Law School • Paul Brooks, Director of Planned Giving • Laura Burhenn, HR Specialist

  10. Project Team • Estee Mendoza, Assist. to the Provost • Carol Matlack, Operations Mgr. for VSL • Barbara Nickens, Admin. Assist. for UG Studies • Brian O’Connell, Budget Analyst • Schlain Schmidt, Implementation Specialist • Doris Torosian, Director of Financial Aid • Lauri Wood, Assist. Dir. Experiential Programs • Kim Keating, Mercer • Patti Burke, Mercer

  11. Project Schedule • Kick-Off Meeting January 2003 • Outline Compensation Philosophy February 2003 • President’s Council Presentation February 2003 • Review Job Titles\Responsibilities February - March 2003 • Conduct Market Assessment February - March 2003 • Create Pay Structures March - April 2003 • Determine Cost for Pay Structures April - May 2003 • Develop Transition Strategy April - May 2003 • President’s Council Presentation May 2003 • Finalize Compensation Structure May 2003 • Develop Administration Guidelines May 2003 • Introduce Compensation Structure FY 2004 • Submit Budget for Pay Structures October 2003 • Implement Compensation Program May 1, 2004

  12. Who Benefits From the Compensation Program • All Full-Time and Part-Time Staff Will Benefit from the Program • Regardless of Funding Mechanism • Regardless of School • Regardless of Position Title • Job Roles and Expectation Will Be Clarified • Career Opportunities Will Be Identified • Pay Opportunities Will Be Identified

  13. Dispelling Myths • Compensation Program is Not a Reorganization Plan • Compensation Program Does Not Guarantee Pay Increases • Existing Staff Salaries Will Not be Reduced

  14. On-Going Communications • The Committee Will Provide Regular Communications About the Project • CUA This Week • Inside CUA On-Line • Letters • HR Web Site • Town Hall Meetings • Focus Groups

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