COMPENSATION STUDY Slide 1. May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP Slide 2 Objectives of the Project Narrative of Who We Are A Few

COMPENSATION STUDY

Slide 1

May 21, 2013 Copyright 2013 Ulibarri-Mason Global

HR LP Slide 2

HAT WILL WE COVER TODAY?

Objectives of the Project

Narrative of Who We Are

A Few Definitions

Project Timeline

Highlights of the Project’s Steps

Position Description Questionnaire

Market Study and Qualifying Criteria

Important Resources

Q & A

Slide 3

BJECTIVES OF THE PROJECT

1) To have a compensation system that administers salaries in a fair and equitable manner, in line with resources and competitive needs.

2) To ensure competitive compensation as close as possible to the market rate.

UHD PROJECT OBJECTIVES


HR LP

January 7, 2013Copyright 2013 Ulibarri-Mason Global HR

LP Slide 4

UHD PROJECT PURPOSE

1) To gauge UHD’s position relative to the market and thereby calibrate salary tables.

2) Impact on individual salaries:

• Automatic for individuals whose salaries are below minimum of the new range

• Strategic administrative decisions regarding salary increases dependent on availability of funds

Slide 5

ARRATIVE OF WHO WE ARE

Founded in 1994

Experienced Providing Services to Higher Education

Experienced Providing Services to other Governmental Agencies

Consultants Assigned to this Project

OUR FIRM AND OUR CONSULTANTS HAVE PROVIDED CONSULTING SERVICES TO:

University of California System CalState University Northridge

Tufts University Northern Arizona University, Yavapai

Metropolitan State University of Denver Embry-Riddle Aeronautical University

University of Texas Pan-American University of Texas Southwestern Medical Center

Alamo Colleges Dallas County Community College District

Santa Fe Community College Texas Tech University System


HR LP

C S P 1 2 A - 0 2 7

UM GLOBAL HR TEAM RESOURCES

January 7, 2013Copyright 2013 Ulibarri-Mason

Global HR LP Slide 6

TEAM BIOGRAPHY AND PROJECT ROLES TEAM BIOGRAPHY AND PROJECT ROLES

Daniel Ulibarri, PhD, SPHR (Cognitive Psychology - UC, Berkeley)

Role: Principal investigatorExperience: 25+ Years HR Consulting and Practice IHE Served: Stanford University, Alamo Colleges, Santa Fe College, Dallas County Community College, New Mexico University, University of Guam, Metropolitan State University of DenverPrimary Duties: Communication, Final Sign-off, Statistical Analysis, Job Analysis, Compensation Structure Review

Elena Mason, BBA, CCP, SPHR (HR & Finance - University of Hong Kong)

Role: Project Manager Experience: 18+ Years HR Consulting and Practice IHE Served: Alamo Colleges, Santa Fe College, Dallas County Community College, Metropolitan State University of DenverPrimary Duties: Project Management, Resource Management, Job Analysis, Job Description Review and Rewrites, Market Study

Joyce Howell, BSc, PHR (Tennessee State University)

Experience: 25+ Years Compensation Consulting and Practicing Served: UT Southwestern Medical Center Dallas, The City of Irving and City Police, Dallas County and Dallas County Police, North Texas Tollway Authority Primary Duties: FLSA Reviews, Market Study, Job Analysis, Job Description Review and Rewrites

Rodolfo Rocha, PhD (History - Texas Tech University)

Role: Higher Education Advisor Experience: 25+ Years in Higher Education and Organizational Consulting IHE Served: The University of Houston, Alamo Colleges, Metropolitan State University of Denver, UT Pan-AmPrimary Duties: Communications and Reviews of Deliverables focusing on Higher Ed Practices

Joyce Howell

C S P 1 2 A - 0 2 7

January 7, 2013Copyright 2013 Ulibarri-Mason Global

HR LP Slide 7

TEAM BIOGRAPHY TEAM BIOGRAPHY

James Fleming, PhD (Psychological Measurement, Evaluation, and Quantitative Methods – UC Berkeley)

Role: Principal investigatorExperience: 25+ Years Consulting, Teaching and Administrative RolesServed: Alamo Colleges, Metropolitan State University of Denver, CalState University, University of Arizona, Yavapai, Embry-Riddle Aeronautical University Primary Duties: Statistical Analysis, Meta Analysis, Reporting

Ellen Switkes, PhD (Inorganic Chemistry – MIT)

Role: Higher Education Advisor Experience: 25+ Years in Higher Education Served: Alamo Colleges, Metropolitan State University of Denver, UC California System, School of Global Health, TUFTS UniversityPrimary Duties: Communications and Reviews of Deliverables focusing on Higher Ed Practices

Russell Young, MBA, CCP (Finance - Our Lady of the Lake University)

Role: Sr. Compensation ConsultantExperience: 20+ Years HR Consulting and Practice Served: Dr. Pepper Snapple Group Inc., LENOX International, Sabre HoldingsPrimary Duties: Job Analysis, Job Description Review and Rewrites, Market Study

Ray Mellado (Whittier College)

Role: Higher Education Advisor Experience: 35+ Years Communications Consulting IHE Served: University of Houston Downtown through HENAAC (Hispanic Engineer National Achievement Awards Conference) Primary Duties: Communications and Reviews of Deliverables Focusing on Financial Sustainability and Funding

UM GLOBAL HR TEAM RESOURCES

Benchmark/Non Benchmark Jobs

• Benchmark Job— Jobs that occur in the market and therefore can easily be matched to the market

• Non-Benchmark Jobs— Jobs that are unique to an institution and therefore cannot easily be matched with like jobs in the market and therefore must be valued relative to other jobs in UHD

Compensation Actions

• Salary Structure Adjustment— Adjustments made to salary tables to align them with market.

• Range Minimum Increases — Type of market adjustment made to bring a specific person’s salary to the new minimum of their pay grade.

• Reclassification— Adjustments to employee’s title and/or grade due to changes in incumbent’s job.

• Market Adjustment — Adjustments made to employees’ salaries based on market (not a focus of this study)

• Internal Equity —Adjustments recommended to bring a person’s salary in alignment with others in the same job title or grade, such as addressing salary compression issues (not a focus of this study).

• Merit Adjustments— Salary increases based on individual performance (not a focus of this study).

January 7, 2013Copyright 2013 Ulibarri-Mason Global HR

LP Slide 8

FEW DEFINITIONS

Slide 9

IGHLIGHTS OF THE STEPS

Develop and Deploy Position Description Questionnaire (PDQ)

Update Job Descriptions

Collect Market Data (Sources of market data)

Perform Market Pricing (Comparing salary data with UHD salary)

Integrate Market Data with UHD’s Internal Structure and Internal Job Valuation Results

Perform Internal Equity Analysis (JVM & Job Grade Reconciliation)

Structural Audit of Pay Plans


HR LP

IMPORTANT STEPS IN THE COMPENSATION STUDY

Slide 10

Phases Major Steps May Jun Jul Aug Sep Oct Nov Dec Jan

I Planning & Due Diligence

II PDQ Analysis and JD Preparation

III Perform Market Analysis of Benchmark jobs

IV Value of Non-Benchmark Jobs

V 1. Faculty Salary Study

2. Review Salary Structures

VI Implementation & Maintenance

• Comp Policy & Procedures Review

• Impact Analysis

• Supplemental / Variable Comp

• Presentation to Admin.

• Study Report

ROJECT TIMELINE

= Milestones


HR LP

Project Completion is October 25, 2013

Slide 11

OMMUNICATION PLAN

VOICE OF THE CUSTOMER

It Is a Focus Group Setting

It is a Technique for Quickly Generating Information About a Particular Topic

The Information is Based on Your Views and Perceptions, Not Ours

Results are Used To Determine Needs and Gaps

What is it?

Web-based Updates on the Project’s Progress

Gives Visibility Into The Project

Questions May Be Directed To The Project Team

Compensation Study

PROJECT UPDATES AT ESO WEBSITE


HR LP

Slide 12

OSITION DESCRIPTION QUESTIONNAIRE

THE PDQ ELEMENTS Instructions and Guidelines

Basic Information

Information About Your Direct Report(s)

Description of Your Predominant Duties and Percent of Time

To Whom Do You Report?

Description of Your Job’s Purpose

Knowledge, Skills, Abilities

Qualifications

Budget Responsibility

Project Responsibility

Work Conditions


HR LP

QUALIFYING CRITERIA

• Urban Universities• Teaching Universities • Minority Serving Institutions

DATA SOURCES• Educomp Compensation

• Mercer published data for universities of the same size

• CUPA HR- College and University Professional Association for Human Resources

• ERI- Economic Research Institute

Slide 13

ARKET


HR LP

Slide 14

MPORTANT RESOURCES

Erica Morales: Compensation & Benefits Administrator

Email: [email protected] Tel: 713-221-8443

Tomas Turrubiates: Manager, Talent Management


Ivonne Montalbano: Vice President, Employment Services & Operations


PROJECT TEAM


HR LP

FREQUENTLY ASKED QUESTIONS

http://umghrdashboard.com/uhdcompstudy/faq

mailto:[email protected]






Q & A

Slide 15May 21, 2013 Copyright 2013 Ulibarri-Mason Global

HR LP

Documents

COMPENSATION STUDY Slide 1. May 21, 2013Copyright 2013 Ulibarri-Mason Global HR LP Slide 2 Objectives of the Project Narrative of Who We Are A Few