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Compensation

Compensation. “What’s in it for me?”. Ron Kamahele, Director UAA Human Resource Services. Compensation Defined. All forms of financial returns and tangible services and benefits employees receive as part of an employment relationship. Name some “financial returns”. Financial Returns. Wages

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Compensation

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  1. Compensation “What’s in it for me?” Ron Kamahele, Director UAA Human Resource Services

  2. Compensation Defined • All forms of financial returns and tangible services and benefits employees receive as part of an employment relationship.

  3. Name some “financial returns”

  4. Financial Returns • Wages • Salary • Bonuses • Money • More money • Yet even more….

  5. Name some“Services and Benefits”

  6. Medical Insurance Life Insurance Sick leave Annual leave Holidays Education benefits Pension Retirement Use of recreational facilities Use of library Services and Benefits

  7. The Employment Relationship:Employee Classes E-class determines how an employee is paid and what benefits are received. • Regular and Regular-term • Temporary and extended temporary • Student

  8. Exempt Salary Paid by pay period Report only time off No overtime Nonexempt Wage Paid by the hour Fill out time card Overtime Exempt v. NonexemptEmployees

  9. How do we determine what to pay an employee? • Staff positions are evaluated by HRS and allocated to a Job Family • Office of Academic Affairs evaluates compensable factors for faculty positions.

  10. “We have to pay that much. It’s written in the grant!” • OMB Circular A-21 requires like treatment of funds • Employer must consistently apply its policies and practices regarding compensation, without regard to source of funds (internal equity)

  11. What’s a Job Family? • Groupings of jobs with closely related focus, tasks and functions • Within a family jobs can be distinguished by major function • Within a major function jobs can be distinguished by level of know-how, complexity and authority to act

  12. Administrative Job Family • Generalist • Specialist

  13. Administrative Generalist Family Structure Grade 74 75 76 77 Level 1 2 3 4 Experience 6 mo. 1 yr. 2 yrs. 3 yrs. Education H.S. H.S. H.S. H.S.

  14. Reclassification • Changing a job description to meet new business needs • Increased knowledge, complexity, scope, authority can lead to an upgrade • 5% increase in pay

  15. Out-of-class Pay Out-of-class pay may be given for additional duties that are technically advanced; require substantially more discretion, authority or accountability; or otherwise require the employee to utilize clearly higher level skills and abilities not required in his/her current job. • Is temporary in nature • For at least 30 days • Reviewed and reapproved after 90 days

  16. Career Development Plans • A Career Development Plan (CPD) provides an avenue for advancement through a Job Family based on successful completion of established criteria and objectives. (UA Reg 04.05.035.G)

  17. Career Development Plans • Growth within a position • Reclassification • In grade adjustment • Development with in an organization • Preparation for promotion or transfer

  18. Career Development Plan • Training • OJT • Internal/external coursework • Skills/knowledge to be attained • Duties and functions to be assumed • Time-in-grade • Successful demonstration/application

  19. Other Compensation Options • In-grade step Movement • Performance Bonus

  20. In-grade Step Movement(R04.05.040.D2b) • Exceptional occurrence • Granted to address • internal equity/alignment • sustained outstanding performance • professional or career growth within a position • Requires prior approval from regional Human Resources Office

  21. Performance Bonus • For meritorious employees in extraordinary circumstances • Local procedure • Up to $2,500 • Approval by a person at Cabinet level • Approval of Director of HRS

  22. Is the staff scale competitive with local market? • Yes and no. • UA compensation system strives for internal equity • UA compensation system doesn’t attempt to achieve market equity

  23. Is the staff scale competitive with local market? SOC 43-6014 Secretaries and Administrative Assistants* Low $18.32 Mean $18.95 High $19.58 Administrative Generalist 2, Grade 75 Low $15.51 Middle $20.09 High $26.54 * State of Alaska Department of Labor and Workforce Development, Research and Analysis at http://live.laborstats.alaska.gov/wage/index.cfm?at=70&a=011260

  24. Questions

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