Ohio University: Compensation Project 2014

OHIO UNIVERSITY
COMPENSATION PROJECT 2014

Project Update
Jan Myers
Director of Compensation
.
February 18, 2014
Agenda
1. Project Timeline
2. Introduction of Proposed Program Model
3. Example Documents
MERCER
Project Timeline
MERCER
Compensation 2014 Project Overview
January 2014
March 2014
April 2014
Job Mapping
Share
Job Framework
Review
position
questionnaires
Identify
Market
Benchmarking
job families and sub-
families
Identify
Develop
a job framework and

classify positions
Develop
MERCER
job framework and

mapping with subject matter
experts to gain input
job documentation
comparison markets
and benchmark jobs
Match
benchmark jobs to
surveys and analyze market
Salary Structure
Design
Develop
market referenced
salary structure and pay
guidelines
Assign
all jobs to the structure
Determine
alignment of current
pay to the new structure and
program guidelines
4
Compensation 2014 Project Overview
June 2014
FLSA Analysis
Conduct
general content
interviews
Review
Legal
and analyze job data
Research
Recommendations
MERCER
August 2014
EEO Analysis
Regression
Calculate
Identify
modeling
cost estimates
drives of pay,
segmentation used for
modeling and areas of
concern and policy
recommendations
November 2014
Roll Out and

Implementation
Develop
salary administration
manual
Update
related Ohio Policies
Provide
supervisor training and

employee communication
Oracle
Implementation
New Compensation Framework
Glossary of Terms
Term
Definition
Job Family
A group of jobs involving similar types of work and requiring similar training, skills,
knowledge, and expertise. The job family concept helps organize related jobs for
purposes of pay, career progression and performance management
Examples:
Human Resources; Information Technology; Library Services
Sub-Family
A sub-set of a job family, usually more specialized in nature

Examples
Compensation, Benefits (sub-families within Human Resources)
Help Desk, Systems Analysis (sub-families within Information Technology)
Collections, Archives (sub-families within Library Services)
Career Track
A progression that describes the nature of work being performed. Three Career Tracks
have been defined for OU:
Technical & Administrative Support
Individual Contributor
Management
Level Guides
Descriptions of level requirements and responsibilities within the 3 Career Tracks; Career
Track Level Guides describe the general leveling of jobs within each track throughout the
University
Job Family Grid
Descriptions of the levels of work being performed within a job family and across the
relevant career tracks
MERCER
Job Framework Overview

Organizes Jobs as Foundation for Pay and Career Progression
University-wide framework for consistent leveling of positions

Leveling includes managerial, individual contributor, and
technical & administrative support career tracks that articulate
meaningful differences in roles, impact and requirements.
Descriptive progressions are provided for functionally-based
job families. These progressions describe broad
accountabilities and requirements.
Sub-families identify specific career paths and serve as a
foundation for market pricing positions.
MERCER
Proposed Job Families and Representative Sub-Families

Job Family
Sub-Families
Academic and Program Management
Program Management, Academic Administration
Academic Services
Advising, Career Counseling
Administrative Management
Administrative Management
Administrative Services
Administrative Support
Athletics
Coaching, Training and Conditioning, Equipment Management
Auxiliary Services
Transportation Services, Food Services, Bookstore, Mail Services, Print Services
Communications and Marketing
Multi-media, General, Public Relations, Visual, Written
Development and Institutional

Advancement
Development, Fundraising, Corporate and Foundations, Alumni Affairs, Events

Planning, Donor Research
Educational Services
Early Childhood Education, Professional Development
Engineering & Architecture
R&D Engineering, Planning, Design & Construction
Enrollment Services
Admissions, Financial Aid, Registrar
Environmental Safety and Police

Services
Campus Police, Transportation, Parking, Environmental Safety, Sustainability and

Recycling
Event Services
Event Services
MERCER
Proposed Job Families and Representative Sub-Families
(continued)
Job Family
Sub-Families
Facilities
Maintenance, Custodial, Landscaping & Grounds
Finance and Business
Accounting, Budgeting, Procurement, Payroll, Risk Management, Business Analysis,

Institutional Research, Administrative Management
Fine and Performing Arts
Exhibits, Theatre
Health Services
Counseling, Wellness, Health Education, Psychology, Nursing
Human Resources
Benefits, Compensation, Employee/Labor Relations, Employment, Organizational

Development, Generalists, HRIS/Records
Information Technology
Help Desk, Infrastructure, Security, Database Administration, Business Analysis, Systems

Analysis, Web Services, Instructional Technology
Legal and Compliance
Legal, Audit, Ombudsman, Compliance
Library and Museums
Collections, Access, Archives, Library Information Services, Museum Operations
Media Production
TV/Radio/Video Production
Records Management
Records Management
Research Administration
Grants & Contract Administration, Technology Transfer, Compliance & Research Program
Administration
Research and Labs
Field Research, Lab Research, Lab Support, Animal Care
MERCER
Student Affairs
Student Life & Development, Diversity, Accessibility Services, Recreation, Housing
10
Subject Matter Expert Role

Primary role
Represent functional area and provide feedback regarding the applicability of
Compensation 2014 Project (COMP 2014) across the University
Provide assistance to the project when required
Provide input regarding differences of opinion and approach
Provide feedback and input on project deliverables
- Job Family Grids
MERCER
11

Example categories in a job framework
Illustrative
Job
Framework
JOB FAMILY
SUB -FAMILY
Academic Services
Benefits
Facilities
Compensation
Legal and Compliance
Generalists
Library and Museums
Employment
Finance and Business
Organizational
Health
and Safety
Development
Research and Labs
HRIS/Records
Athletics
CAREER LEVEL
Management (M)
Individual
Contributor V
Individual
Contributor IV
Individual
Contributor (IC)
EE/Labor Relations
Human Resources
Student Affairs
CAREER TRACK
Technical and
Administrative
Support (TAS)
Individual
Contributor III
Individual
Contributor II
Individual
Entry (IC1)I
Contributor
Information Technology
Ind. Cr V
family,
career stream and career level
MERCER
12

Provides consistency across the University
Illustrative
Career
Career
Tracks
Tracks
Technical &
Administrative
Support (TAS)
Individual
Contributor
(IC)
Management
(M)
M5
Broadly
describes the
nature of the
roles at the
University
IC5
M4
IC4
M3
IC3
M2
TAS4
IC2
M1
TAS3
IC1
TAS2
Career
Career
Levels
Levels
Describes
incremental
changes in job
scope and
responsibilities
TAS1
MERCER
13

The job framework informs pay structures
Job Framework
Technical &
Administrative
Support
Individual
Contributor
Pay Linkages
Illustrative
Base Pay Structure(s)
Management
Job Family/ Sub-family
M5
IC5
M4
IC4
M3
IC3
M2
TAS4
IC2
M1
TAS3
IC1
B
C
D
E
F
G
H
TAS2
I
TAS1
J
K
MERCER
14

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What is the purpose of the compensation project?

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How is the job framework organized?

OHIO UNIVERSITY

COMPENSATION PROJECT 2014

Compensation 2014 Project Overview

job families and sub-

a job framework and

job framework and

all jobs to the structure

Compensation 2014 Project Overview

and analyze job data

Roll Out and

related Ohio Policies

supervisor training and

New Compensation Framework

A sub-set of a job family, usually more specialized in nature

Job Family Grid

Job Framework Overview

University-wide framework for consistent leveling of positions

Proposed Job Families and Representative Sub-Families

Academic and Program Management

Program Management, Academic Administration

Advising, Career Counseling

Coaching, Training and Conditioning, Equipment Management

Transportation Services, Food Services, Bookstore, Mail Services, Print Services

Communications and Marketing

Multi-media, General, Public Relations, Visual, Written

Development and Institutional

Development, Fundraising, Corporate and Foundations, Alumni Affairs, Events

Early Childhood Education, Professional Development

Engineering & Architecture

R&D Engineering, Planning, Design & Construction

Admissions, Financial Aid, Registrar

Environmental Safety and Police

Campus Police, Transportation, Parking, Environmental Safety, Sustainability and

Proposed Job Families and Representative Sub-Families

Maintenance, Custodial, Landscaping & Grounds

Finance and Business

Accounting, Budgeting, Procurement, Payroll, Risk Management, Business Analysis,

Fine and Performing Arts

Counseling, Wellness, Health Education, Psychology, Nursing

Benefits, Compensation, Employee/Labor Relations, Employment, Organizational

Help Desk, Infrastructure, Security, Database Administration, Business Analysis, Systems

Legal and Compliance

Legal, Audit, Ombudsman, Compliance

Library and Museums

Collections, Access, Archives, Library Information Services, Museum Operations

Research and Labs

Field Research, Lab Research, Lab Support, Animal Care

Student Life & Development, Diversity, Accessibility Services, Recreation, Housing

Subject Matter Expert Role

Job Framework Overview

Legal and Compliance

Library and Museums

Finance and Business

Research and Labs