Christopher Newport University

Development and Implementation of a Compensation Program

February 7, 2012

McKnight Associates, Inc.

www.smcknight.com

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Today’s Discussion

• Consulting Team

• Compensation Study

• ePDQ Demonstration

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Consulting Team

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McKnight Associates, Inc.

• Founded in 1996• Practice is Human Resources • Primarily Higher Education Clients

– Colleges and Universities

– Medical Centers

• Other Public Sector Clients– Public Utilities

– Health Care Systems

• Clients are Located Internationally • Consultants are Highly Experienced in and Knowledgeable of Higher

Education

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Client List• Arizona Western Community College• Arizona State University• Arizona University System• California State University-Monterey Bay• California State University-San Marcos• California State University - Sacramento• Canisius College• Charles R. Drew University• City University• CUPA-HR Benefits Survey• Cuyahoga Community College District• Dubai School of Government• Duke University• Eastern New Mexico – Roswell CC• Embry-Riddle Aeronautical University• Elgin Community College• Franciscan University• Georgia College & State University• Gonzaga University• Jamestown Community College• John F. Kennedy University• Lebanese American University• Laverne University• National University• North Dakota University System• Northern Arizona University   

• Peirce College• Pepperdine University-Graziadio Business• Pomona College• Robert Morris College• Samuel Merritt College• San Jose State University• Southern Connecticut State University• St. John’s College• St. Olaf College• SUNY-Binghamton• SUNY-Cortland• SUNY Downstate Medical Center-Brooklyn• SUNY Health Science Center-Syracuse• University of Arizona• University of California-San Diego• University of California-San Francisco• University of Florida• University of Mary Washington• University of Maryland• University of Minnesota• University of New Hampshire• University of Notre Dame• University of Virginia – Darden Business• United Arab Emirates university• Utah State University• Woodbury University

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Project Team

• Stan McKnight– More than 30 Years in Higher Education Sector– UCLA, Purdue, Iowa, Tennessee, Oklahoma Universities– Started Consulting Business in 1996

Drew Brock– 12 Years in Higher Education Sector– Ph.D. Industrial Relations– Consulting Business with McKnight since 1998

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Compensation Study

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Compensation Study Summary

• Phase One: Planning and Initial Communications– Planning and Organizing – Town Hall Meetings

• Phase Two: Market Study– Layout and Benchmark – Published Surveys – Gap Analysis

• Phase Three: Job Analysis– Update Job Descriptions– Electronic Form (e-PDQ)– Supervisor and Employee Training– Review Results

• Phase Four: Pay Structure– Model Pay Line Blends Market and Point Count Data– Compression/Equity Analysis– Cost Analysis and Multiyear Implementation Plan– Communications and Feedback

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Our Approach

• Market Analysis and Solution Building• Job Analysis• Design Pay Ranges

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Job Evaluation Study Steps

• Job Information Collected by March 10, 2012 using Position Description Questionnaire (e-PDQ)

• Jobs Evaluated using Weighted Point Counts and Assigned Pay Ranges based on Points that will be Linked to Market Data

• Questionnaire Collected by e-Mail using MS Excel Program

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Summary Of Weighted Factors

Factor Percent of Total Points

A. Entry Qualifications:Education, Training,Experience, etc. 25%

B. Job Content Difficulty of Thinking and Problem-Solving 22% Personal Interaction 10% Supervision Exercised 14% Working Conditions 4%

Total Content 50%

C. Responsibility and Impact on End Results 25%

TOTAL 100%

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Who Should Complete the e-PDQ?

• Completing the e-PDQ is the Responsibility of Supervisors• Collaborative Approach Between the Supervisor and Staff Member is

Encouraged• Staff may also Collaborate Together if the Duties of Several Positions

are Nearly Identical• Goal is to Provide the Most Complete and Accurate Information

Possible• Timely Completion is Important

– Deadline March 10, 2012

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Timeline

Estimated Project Schedule

Objectives Key Tasks Milestones

Develop Baseline View Campus Meetings

Market Study

ePDQ Training

Job Analysis

Start Project February 2012

Recommendations and Options

Review Results April 2012

Finalize Options and Communicate

Final Report

Feedback

Conclusion

May 2012

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Philosophy

• How should exempt staff salaries compare to faculty salaries?• How should staff salaries compare to other Higher Ed Institutions?• Where should we position staff salaries in the market, i.e., mid or

upper quartile? • Appropriate external benchmarks?• How should we balance external/internal equity? • Pay for Performance for all jobs?• Variable Pay Opportunities for what jobs?