Download pdf - MADISON TITLE AND TOTAL COMPENSATION …...TITLE AND TOTAL COMPENSATION PROJECT Median or average compensation paid to employees in one or more jobs. Reports data by industry, field

TITLE AND TOTAL COMPENSATION Project Update

UNIVERSITY OF WISCONSIN – MADISON

TITLE AND TOTAL COMPENSATION PROJECT

01 | CORE COMPONENTS

02 | COMPENSATION PHILOSOPHY

03 | JOB FRAMEWORK RECAP

04 | STANDARD JOB DESCRIPTION

05 | MARKET ANALYSIS

06 | BENEFITS ANALYSIS

07 | PROJECT TIMELINE

2

TotalCompensationMatchespayand

benefitstoworkforce

StandardJobDescriptionsCreatesa

baselineprofileforroles

LevelGuidesOrganizesworkbylevel/typeofcontribution

JobFamilies/GroupsCategorizesworkbyfunctionand

type

MarketAnalysisLinksjobsandbenefitstomarketdata

DefiningWork

LinkingtoPay&Benefits


Core Components Focus

3


Compensation Philosophy

A compensation philosophy is a

written statement that lays out an

organization’s guiding principles for

its compensation program.

Ensures the compensation programs work in harmony

Creates a framework for compensation policy

Structures organizational approach to different total rewards elements

Ensures consistency in the pay practices used throughout the organization

01

03

02

04

4


UW-Madison Compensation

PhilosophyProvide competitive and equitable

salaries to attract, retain and engage

highly qualified individuals into a

wide range of occupations.

Clear and accessible

Flexibility

Competitive compensation opportunities

Recognize and reward

Support career growth

Continuous monitoring and review

01

03

02

04

05

06

Employeeswillnotlosejobsorhaveareductioninpayasaresultofthisproject 5


Job Framework

A job framework is the overall organization of

jobs for administering compensation and

managing career progressions.

6


Steps to create UW-Madison’s Job Framework

Stakeholders assembled to create job groups and sub-groups based on current jobs

Listening sessions with SMEs for input on sub-group placement

Forums for team and employee input in fall of 2017

01

03

02

7

Job Framework


8

Job Framework Example

Financial

Accounting,FinOps,Reporting

FinancialPlanningandBudgeting

Bursar

Procurement

FinancialSupervisor

FinancialAssistantIII

FinancialAssistantII

FinancialAssistantI

ManagerI

OrganizationalContributorIV

OrganizationalContributorIII

OrganizationalContributorII

JobGroup Sub-Group JobTitles ContributionLevel


9


Standard Job Description

(SJD)

Communicate an overall picture of the nature of work performed

Communicate the position’s role in the organization

Determine the kind of work, level of difficulty, accountabilities and working conditions required of the job

Focus on the requirements of the job and not any specific incumbent who might fill the position.

01

03

02

04

A standard job description is a statement of facts about:

• Scope of the work

• Accountabilities (outcomes) of the work that are essential to a job’s existence

10


SJD Components

Summary

Typical Responsibilities

Career Path and Level

Qualifications

Physical Demands and Working Conditions

01

03

02

04

05

11


Employee A

Employee B

Employee C

PositionDescription A

PositionDescription B

PositionDescription C

Employee D PositionDescription D

Employee Level/Position Descriptions

(Current State)

12


Job Level/ Job Descriptions (Future State)

Employee A

Employee B

Employee C

Job Standard Job Description

Employee D Standard Job Description D

Job

13

Why:Today,manyofourdescriptionsareoutofdate,long,anddon’tclearlyshowtheworkemployeesdo.

Definition:Astandardjobdescriptionrepresentsworkthatiscoretothejob,commonlydoneintherole,andregularlyneededwithintheinstitution.Themajorityoftheworkdonebyanemployeewillbedescribedviatheirstandardjobdescription.

Charge:Standardizetheformatandcomponentsofjobdescriptions,sotheyareconsistent,clear,andconcise.

StandardJobDescriptionsinclude…Summary • Aclear,concisestatementexplainingthe

majorfunctionsoftheposition• Describestheoverallend-resultofthework

thatthejobproducesandwhyitexists• 1-2sentencestogiveanoverviewofthejob’s

mainpurpose

Responsibilities • Briefstatementsindicatingwhatthemajorworkresponsibilitiesareandwhytheyaretaken.

• Typically4-7responsibilitieslisted

TheydoNOTinclude…

Longlistsoftasks

Everypossibleresponsibilitythejobtitlemayhave

Tasksareidentifiedinsupplementarypersonnelmaterials(e.g.performancemanagementexpectations,standardoperatingprocedures).

Standard Job Description Overview

14

•JobIdentification•DraftSJDs•InputtoJDXpert

SJDWritingTeam

•ReviewSJDsforcontentandconsistency

•Providerevisions

HRRepresentatives •VettingofSJDs

•IdentifyUniqueComponents

SubjectMatterExperts&

Stakeholders

Standard Job Descriptions (SJD) CreationRevisedTargetDates:JunethroughDecember

Socializationofjobdescriptionsisanticipatedtooccurthroughthe4th quarterof2018

SJDCreation&RevisionProcess

15


Market Analysis

Pay rate data that is collected through compensation surveys.

Provides an overview of pay rates paid for specific jobs throughout different regions and types of organizations.

Used to place a job into a pay range centered around a compensation target such as the 50th percentile to ensure that employees are paid competitively.

01

03

02

16


§Medianoraveragecompensationpaidtoemployeesinone

ormorejobs.

§Reportsdatabyindustry,fieldofwork,geographic

area,etc.

Salary Survey

Compensation pay data are collected from

employers and is analyzed to develop an

understanding of the amount of compensation

paid .

17

TheProjectincludesanin-depthreviewbenefits/work-lifeandleavestructurestoreshapebenefitsstrategy.Thisincludes:

• ConductaleadingpracticesandcomparativeanalysisofvalueinthemarketplaceviatheBenefitsValueAnalysiswithMercerConsulting

• ConducttheBenefitsPreferencesSurveywithMercerConsulting• Developoptionsandconductanalysistosupportrecommendations• Decideonlongtermbenefitsstrategy

BenefitsValueAnalysis(BVA)

BenefitsPreferencesSurvey

DevelopBenefitsOptionsand

SupportingImpactAnalysis

DecideonLongTermBenefitsStrategy


Benefits Strategy Preparation and Development

18

About:Thissurveyisdesignedtoassessemployeepreferencesregardingavailablebenefits.Theresultsofthissurveywillbeusedtoevaluateemployeebenefitpreferencesanddetermineifcurrentprogramsaremeetingemployees’diverseneeds.

Purpose:Toprovidefacultyandstafftheopportunitytocommunicatetheirpreferencesandsatisfactionwithcurrentbenefitsandsharetheirdesiresforfuturebenefitupdates.

Details:• Allbenefitseligibleemployees

willhavetheopportunitytoparticipate• TargetsurveydatesareNovember26,

2018– December14,2018• ResultsanticipatedinFebruary,2019• Willbeadministeredelectronicallywith

anonymousresponses• Translationsessionswillbeavailable

UpcomingSpotlight:BenefitsPreferenceSurvey


19

DevelopStandardJobDescriptionsDrafts

SubjectMatterExpertsReviewofStandardJob

Descriptions

FinalizeDraftsofStandardJobDescriptions

MercerConductsEmployeeBenefitsPreferencesSurvey

DevelopBenefitsPreferencesSurvey

MercertoCompleteMarketAnalysis

MercerContinuesBenefitsValueAnalysis

AddressHRSNeedsandImplications

UpdatedCommunicationsandChangeStrategy

August2018 January2019TTCProjectTimeline

InProgress Upcoming

Timeline:CurrentProjectWork

20

DevelopSalaryStructurewithMercer

DevelopOptionsforFutureBenefitsProgram

BaselineMappingtoStandardJobDescription

January2019 Summer2019TTCEstimatedProjectTimeline

Upcoming

DevelopJobDescriptionTrainingPlanfor

Employee/Managers

StartJobDescriptionTrainingforEmployee/

Managers

BeginEmployee/ManagersReview

StandardJobDescriptions

VettingBaselineMappingwithHRandDepartment

Managers

AnalyzeBenefitsPreferenceSurveyResults

NextSteps:JanuaryThroughSummer2019

21


Additional Questions?

[email protected]

go.wisc.edu/ttc.project

22