Classification and Compensation Study
正如我们的2022-2027战略计划所示，奥斯汀皮伊州立大学(365bet) 致力于吸引、发展和留住本地区的顶尖人才 in higher education. Our Classifications and Compensation Study is one of the initiatives 建立基础，帮助我们实现“经验”的第三支柱 Austin Peay Strategic Plan – The Employee Experience. Knowing compensation is a vital 员工体验的一部分，我们的目标是提供一个透明的和具有市场竞争力的 分类和薪酬结构使员工能够清楚地了解 大学里的工作机会，这些工作所需的技能， 薪酬水平，以及最终帮助员工建立长期， productive and rewarding career on campus.
一份征求建议书(RFP)被发出，向有资格的公司征求建议书 conduct the study. Three bidders were interviewed by human resources staff and representatives from the faculty and staff senates. We are pleased to announce 365bet is partnering 西格尔咨询公司是一家全国性的咨询公司，因其为数百名高管提供服务而受到认可 教育机构要完成这一重要工程，才能更好地对接高校 pay structure with salaries in the market and create a comprehensive compensation strategy. At the end of the study, 365bet will receive recommendations from Segal to move further towards our strategic goal.
我们很高兴能开始这个项目，并感谢您的支持和耐心 embark on this important effort. As this project is expected to run through mid-2024, we will keep you informed of progress through regular updates. Together with our consultants, 我们将安排一些利益相关者会议和虚拟校园会 Halls.
Projected Project Phases and Timeline
Phase 1 (Completed):
Project Initiation/Discovery and Review Compensation Philosophy
Projected: May-June 2023
Town Hall Kickoff: May 18, 2023
PDQ Training: May 27, 2023
Class/Comp Committee and Segal meetings: June 21, July 10, August 18
Faculty Advisory Group and Segal meetings: June 21, July 11, August 15
SLT and Segal meetings: August 24
责任方:法务部、人力资源办公室、班级/薪酬委员会、学院 Advisory Group, Senior Leadership Team
Phase 2 (Completed):
Classification Analysis/Job Structure/Job Description Development
PDQ process completed Sept. 30.
Job Structure/Description completed March 31.
Responsible Parties: Office of Human Resources, Employees, Supervisors
Phase 3 (Completed):
Compensation Analysis (Market Assessment)
Initial Compensation Analysis completed April 24.
Responsible Parties: Segal, Office of Human Resources
Phase 4 (We are Here):
Salary Structure Design and Pay Guidelines Development
December 2023-June 2024
责任方:法律、班级/薪酬委员会、学院顾问组、高层领导 Team
Phase 5:
Pay Equity Analysis
July 2024
责任方:法务部、人力资源办公室、制度文化办公室
Phase 6:
Implementation Strategy and Final Report
August - October 2024
Responsible Parties: Segal, Office of Human Resources, Senior Leaders
Class/Comp Committee
- Hannah Allen, FY23 Staff Senate President
- Kristal Butts，社会学和社区发展主席的学术助理
- Teresa Crutcher, Faculty Senate
- Fonda Fields, Director of Human Resources
- Anthony Roark, Director of HR Technology & Operations
- JaCenda D. Robinson, Assistant Vice President & CHRO
- Perry Scanlon, FY23 Faculty Senate President
- Michelle Turner, Staff Senate
- Jeff Wagner, Director, Maintenance and Central Plant
- Dannelle Whiteside, Vice President for Legal Affairs & Organizational Strategy
- Sammie Williams, Chief of Police
Faculty Advisory Group
- Maria Cronley, Provost and Senior VP of Academic Affairs
- Tucker Brown, Senior Vice Provost and Associate Vice President
- Prentice Chandler, Dean of the College of Education
- Buzz Hoon, Dean of the College of Arts & Letters
- Lisa Sullivan, Department Chair, Chemistry
- Amye Melton, Department Chair, Management and Marketing
- Marcus Hayes, Department Chair, Theatre and Dance
- Marsha Lyle-Gonga, Department Chair, Political Science & Public Management
FAQs
一项分类和薪酬研究着眼于大学如何定义和联系
jobs that perform similar or related work. The goal of the classification study is
检讨大学的职位及每个职位的典型工作职责;及
制定最新的、符合法律规定的、内部一致的职位描述
准确地反映当前的角色、职责、职责和资格
and illustrate, wherever possible, pathways for career progression and growth. Utilizing
the updated job descriptions, jobs are categorized by “job families.
薪酬研究将使用市场数据来创建薪酬范围和总体薪酬 structure(s). The study will examine how similar positions are compensated compared to each other across the university (internal equity) and to similar positions at other universities, and the region and local markets from which we hire to ensure are compensation levels are competitive (external equity).
Classification and compensation studies frequently utilize external experts. These 项目需要大量的时间和精力，并与外部人员合作 firm will allow us to do the work more effectively. An outside partner also brings expertise as well as experience with similar projects at other institutions. The Office of Human Resources will be very actively involved in all phases of the project.
Founded in 1939, Segal is a leading HR and benefits consulting firm. Independent,
私人控股，员工所有，他们有超过1000名员工
the U.S. and Canada.
西格尔的工作范围包括人力资源、退休和健康福利咨询， 对投资咨询和保险来说，只有一个目标:提供值得信赖的建议 that improves people’s lives.
西格尔将分析数据，制定职位描述草案，并提出建议 to the University about pay structures and processes. Ultimate changes will be informed 但所有最终决定将由大学协商后做出 with stakeholders. Any changes will be taken with consideration of university policy and any applicable regulations.
虽然现在预测该项目的结果还为时过早，但预计 the recommendations may vary by role. This study will evaluate the university’s competitiveness 到外部市场，取决于各种因素-包括地区，部门和 job type. The university will assess the best course of action to pursue market alignment, including title and pay, based on the findings of the study. Where significant changes 根据研究结果，大学致力于开展一项研究 dialogue with leaders and employees. Any resulting pay change or pay scale recommendations 使薪酬更切合市场及大学不断发展的需要 其有价值的员工将以一种对财政负责的方式被考虑 for 365bet.
这项研究将着眼于大学的薪酬水平与市场的比较 regionally, within public higher education, and in some cases nationally. It will provide insight into how our salaries compare. This information will help the Class/Comp 委员会制定有竞争力的薪酬理念供大学考虑 领导能力，阐明大学的战略和指导原则 pay will be managed over the long term. Some employees, not all, may receive a reclassification to a new title and/or a salary adjustment based on the study results.
当新员工的收入接近或超过现有员工时，就会出现工资压缩 with more responsibility and/or more years of service. The classification and compensation study will likely include processes to help us avoid compression in the future. Individual instances of compression, though, are not part of the study and will be addressed 当他们以一种对财政负责的方式出现时，通过人力资源和校园的单位领导 for 365bet.
员工个人的工作职责或职责的变化则不是 the objective of this project. Some working titles may be altered to create more consistent 工作家庭和更清楚地代表角色的期望和分配的责任.
这个项目的目的不是为了实现裁员或减薪 我们将评估所有职位的薪酬和人员配备的竞争力 that are part of the project. The goal of the project is to provide insight and information 关于我国目前的职务分类和薪酬制度和政策，以及 建立透明的薪酬结构，以确保我们能够吸引，招募， develop and retain talent.
剩下的时间将用于设计新系统和提出建议 of this calendar year (2023) and into 2024. We anticipate recommendations and implementation strategies being discussed over the course of 2024.
The Office of Human Resources is leading this project. A Class/Comp Committee has been established to assist human resources and Segal in the project. This committee includes a cross-section of university employees. Additionally, Segal plans to meet 与大学的主要利益相关者沟通，了解对当前形势的看法 补偿的方法和期望的未来状态的分类和补偿 program.
Transparency is a guiding principle for the overall project. You can go to the Class/Comp Study website to review any news updates regarding the study. You will also receive notifications via email and other communication channels, e.g. TheGovSays, in person meetings, Zoom sessions, virtual Town Halls, etc. For our goal of creating clarity to be accomplished we will need the engagement from all employees. Please share all information as it becomes available across your respective teams and peers.
- A general or automatic pay adjustment
- An effort to reduce headcount
- Reorganization of departments
- Employee-specific performance review of current job duties or responsibilities
该项目将确保可持续的薪酬结构，具有竞争力的 市场和跨校园，提供透明的职位分类体系和新的 薪酬结构吸引并留住顶尖人才，奖励卓越表现， 并通过让员工了解机会来提高员工的敬业度 为员工提供成长和发展的空间，并为员工提供清晰的职业发展空间 pathways for growth and potential progression
This project will better organize positions into logical job groupings to compare 并更容易地确保具有类似职责的职位之间的薪酬平等 更清晰、更高效的流程和薪酬管理，以及 create a newly defined and transparent Compensation Philosophy.