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Staff Compensation Program Update

Staff Compensation Program Update. January 2004. Today’s Meeting Objectives. Progress to-Date Staff Compensation Program Framework Position Placement Process Next Steps. V aluing W ork @ B ucknell: Job Classification/Compensation.

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Staff Compensation Program Update

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  1. Staff Compensation Program Update January 2004

  2. Today’s Meeting Objectives • Progress to-Date • Staff Compensation Program Framework • Position Placement Process • Next Steps

  3. Valuing Work @ Bucknell: Job Classification/Compensation • A systematic process for developing a job structureacross the University to: • Determine job roles & contributions • Balance internal & external equity • Support career paths • Plan human resource needs • Allocate limited resources

  4. Program Objectives & Guiding Principles • Is simple to use, easy to understand, and viewed as credible by both managers and staff members; • Effectively combines the external market value of jobs with the internal contribution of staff members; • Recognizes the skills, competencies and applied knowledge needed to be successful in a job; • Provides a foundation and roadmap for career development, promotions and continued learning; and • Is a uniform and consistently-applied process across departments.

  5. Progress to-Date

  6. Our Program Development Process Objectives & Guiding Principles Staff Member Input Market Assessment

  7. Our Program Development Process Staff Compensation Program Development Process

  8. Our Program Development Process Compensation Program Design

  9. Staff Compensation Program Framework

  10. Framework based upon staff input • Staff members completed Job Profiles • Job Profiles were used to: • Identify commonalities & distinctions across all campus roles • Develop career bands • 7 bands were developed • Based on natural groupings • Stronger emphasis on • Accountability & Impact • Judgment & Problem Solving

  11. What is career banding? • A University-wide framework for grouping Bucknell jobs based on career stages and organizational impact • Career bands represent flexibility for career movement • within bands (most common) or • to a different career band (less common) based on career aspirations • It provides a flexible framework for: • Grouping Bucknell Jobs • Responding to changes in work • Supporting staff growth & development • Facilitating mobility

  12. 7 Career Bands B U C K N E LL Broad descriptions were categorized for each career bandbased on the same Job Content Factors: • Typical Role • Accountability & Impact • Judgment & Problem-Solving • Typical Education & Experience • Leadership/Mentorship

  13. An example of 3 of our career bands

  14. Staff Compensation Program Design Bucknell Core Competencies Used in:- recruitment- staff development- performance management- career pathing- recognition Core Competencies Achievement Relationship Staff Compensation Program Community Focus Leadership Bucknell Job Content Factors • Foundation for the Program • Broad levels of contribution across the University Job ContentFactors Job Content Factors

  15. Position Placement Process

  16. Position Placement Process • Staff members review the Framework & Position Placement Guidelines • Supervisors and staff members review and discuss where each position best fits within the framework • Department heads provide the position placement recommendations to Personnel Services • Personnel Services and Mercer HR review the recommendations for overall internal alignment • Personnel Services works with department/division heads to resolve any outstanding placement issues

  17. Position Placement Process Supervisor Staff Dept &/orDivisionHead PersonnelServices/Mercer HR

  18. Position Placement Guidelines • Objectivity • Fit • Job Content Factors • Perspective • Salary • Job Titles

  19. Why are we doing this? • Your input & ownership in this University-wide Program is important. • You & your supervisor are knowledgeable about your job. • Active involvement will help staff members better understand and be engaged. • It takes all of us, in each of our roles, to make Bucknell successful. • We need to recognize, value, and respect every level of contribution.

  20. Next Steps

  21. Next Steps January/February/March • Complete the position placement process by January 26TH. • Develop administrative guidelines and communications. • Establish appropriate pay levels based on current market data. April/May/June • Communicate new compensation program to all staff. • Make recommendations for pay adjustments if necessary. July • New Staff Compensation Program in place on July 1, 2004.

  22. Questions?

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