Over the next fiscal year, the following objectives will be addressed through our Total Compensation Study:
- Clearly articulated compensation philosophy for unclassified and classified staff; including benefits assessment
- Compensation policies and procedures for unclassified and classified staff
- Compensation and classification structure for unclassified staff
What is the objective for the Total Compensation Study?
Our objective for this Total Compensation Study is to develop a comprehensive classification and compensation system to attract, retain and motivate qualified employees who will enable the University to maintain a competitive position with national employers, southwest Ohio employers, and/or with peer universities with whom we compete for labor.
What are the key deliverables for this study?
The study will establish a Total Compensation Philosophy for all Staff Employees including policies and procedures development and/or modifications for the application of compensation. In addition, the study will include creating a new job evaluation system and a new pay structure for the Unclassified Staff.
What does “Total Compensation” mean?
The complete pay package for employees, including all forms of salary, bonuses, benefits, services and work/life positioning offered to employees.
How do “benefits” fit into “Total Compensation”?
Although not “cash in hand”, benefits are an essential component of an employee’s Total Compensation. A value can be placed on all benefits, whether health insurance, life insurance, pension, sick leave, vacation time, etc. In addition to obtaining a “market valuation” for our compensation, the study will also include a “market valuation” for our benefit offerings.
What is “work/life positioning”?
Work/life positioning includes opportunities to support advancement, personal learning, and involvement. Some of the opportunities include: Professional Development, Tuition Remission, on-the-job instruction, mentorships, and special project assignments.
Why is the Classified Staff not included in the new pay structure system and the new job evaluation initiative?
A new market study and structure shift was completed in 2014 for the Classified staff. With regards to the new job evaluation system, the scope and scale of this project for the Unclassified staff is already large in and of itself. It was determined that any additional increases to the scope of this project could delay our aggressive timeline for completion and implementation. However, the philosophy and policies that result from this study will be utilized for ALL WSU Staff positions.
Did you issue an ITN (Invitation to Negotiate) to secure an external consulting partner?
Yes, we have issued an ITN in partnership with Wright State Purchasing Department. The ITN was issued February 18, 2015 and the process included a question and answer period, screening of interested consultants, on-campus interviews, final negotiations, and selection. After going through this process in March/April 2015, Sibson Consulting was selected as our outside consulting vendor.
Did you look for References from prospective vendors?
Yes, the ITN requirements stated the following:
Provide in its bid the names of at least three (3) institutions, as requested herein, of the largest successfully completed projects of this same nature. Preference will be given to those institutions which are colleges and universities.
The references for the top vendor finalists were contacted and their input was taken into consideration.
How are we defining our peer group for market comparisons?
This will be done as part of the study and in the development of a compensation philosophy.
Will the peer group consist of other universities?
The peer groups will accurately reflect those who we compete with for labor.
Will we still have multiple Unclassified Staff pay structures?
The number of pay structures is yet to be determined. However, the study will include establishing a job classification in accordance with Fair Labor Standards Act (FLSA), which provides guidelines as to whether a job is exempt from overtime (salary) or non-exempt (hourly).
Will my pay be reduced?
Although realignment of jobs as assigned within a pay structure is a normal occurrence when establishing a new market-driven pay structure, it is not with the intention that anyone’s pay will be reduced. Along with the recommendations from Sibson Consulting and reviewed by the Total Compensation Advisory Committee, WSU leadership will make a decision on any relevant salary adjustments at the appropriate time.
Will all unclassified employees receive a pay increase similar to the classified employees when their new pay structure was introduced July 2014?
Although realignment of jobs as assigned within a pay structure is a normal occurrence when establishing a new market-driven pay structure, it is not with the intention that everyone’s pay will be increased. Along with the recommendations from Sibson Consulting and reviewed by the Total Compensation Advisory Committee, WSU leadership will make a decision on any relevant salary adjustments at the appropriate time.
Will I be able to update my job description?
Yes, all unclassified staff will be encouraged to complete, with their manager, an updated and accurate job description. These will utilize the new position criteria format that will be developed as part of the Study.
Will I be able to retain my current job title?
Titling may be addressed and adjusted as a component of the study.
Will any jobs be eliminated as a result of the Study?
No. Job elimination is not a feature of this Total Compensation Study.
Will this study address career paths?
One of the goals of this study is to create a better understanding of the progression of roles within Wright State University. This includes defining the developmental and business requirements needed to grow careers of all WSU employees.
As a staff employee, will I have input into the process?
Yes. Sibson Consulting will be on campus in mid June 2015 to collect management and staff’s input on the following topics.
- What do you think attracts and retains staff to Wright State?
- How well do you think the compensation and benefits program is currently working?
- What improvements could be made to the current compensation and benefits program?
- What else should Sibson know about Wright State’s culture or history to ensure a successful outcome for this engagement?
Additionally unclassified staff will have the opportunity to update their job description, as they are the one who knows their role.
Will I be able to request to have my job reviewed for reclassification during the Study?
During the course of this Study, classified job audits will continue as usual (Sibson Consulting will not have involvement with this process). Also, we recognize that business operations continue. Since the unclassified position descriptions will be reviewed during the course of the Total Compensation Study, unclassified position review requests after July 1, 2015 will need to get the approval of the Dean/VP of their respective unit/college in order to proceed with the submission. There may come a point during this Study that Human Resources will need to put all unclassified position reviews on hold until implementation is completed. HR Compensation will clearly communicate this time frame in advance.
Who should I ask any additional questions to regarding the Total Compensation Study?